个人—组织匹配、组织支持感与离职倾向——工作满意度的中介作用

Person-organization Fit,Perceived Organizational Support and Turnover Intention—the Mediating Effects of Job Satisfaction

为了探索个人—组织匹配和组织支持感影响离职倾向的过程,本文对来自企业的439个有效样本进行了实证分析。本实证研究运用层次回归的方法,控制了人口统计变量如年龄、工龄、婚姻状况和性别的影响后,发现个人—组织匹配、组织支持感与离职倾向均显著负相关,而且工作满意度在个人—组织匹配影响离职倾向过程中起完全中介作用,工作满意度在组织支持感影响离职倾向过程中起部分中介作用。

The study reported here were conducted to test aspects of the relationship among person-- organization fit, perceived organizational support and turnover intention by mediating effects of job satisfaction. An empirical study was practiced, the questionnaire included： person organization fit scale, perceived organizational support scale, job satisfaction scale ＆ turnover intention scale, confirmatory factor analysis of survey data from 439 employees supported the distinction among the four components. Using the SPSS and AMOS to test the reliability and validity of the questionnaire, and using the regression analysis to test the mediation, the result indicated that： both person organization fit and perceived organizational support negative related turnover intention, which job satisfaction totally mediated the relationship between person organization fit and turnover intention, and partly mediated the relationship between perceived organizational support and turnover intention. The theoretical, empirical, and practical implications of the findings were discussed.