摘要
以职业倾向理论为基础,收集河南省高新技术企业雇员的153个样本,以组织承诺为中介变量,实证分析研究核心人才职业倾向对离职意愿的作用机制。研究结果表明,技能型倾向、自主型倾向对离职意愿均有显著的直接影响;同时,这两种职业倾向通过组织承诺的中介作用,对离职意愿产生显著的间接影响;此外,组织承诺对离职意愿有显著的负向影响。
Based on career orientation theory, using a sample of 153 respondents from high -tech enterprises in Henan, this paper empirically studied the influences of career orientation and organizational commitment on turnover intention for key talents. It found that the types of autonomy, technical competence have direct influences on turnover intention, at the same time the two types have indirect impacts on turnover intention via the mediation by organizational commitment. In addition, organizational commitment has significant negative influence on turnover intention. The results provided useful ideas on how to retain core talents in high -tech enterprises.
出处
《科技管理研究》
CSSCI
北大核心
2012年第9期126-129,142,共5页
Science and Technology Management Research
基金
河南工业大学校基金项目"河南省高新技术企业核心人才流失意向研究"(09XSK003)
关键词
核心人才
离职意愿
职业倾向:组织承诺
core talent
turnover intention
career orientation
organizational commitment
