员工融职管理与情感承诺、离职意向的关系

The Relationship Among Employee Orientation Management,Affective Commitment and Intention to Leave

采用问卷调查法,用相关分析、回归分析等技术对数据进行统计分析,了解员工融职管理与情感承诺、离职意向的关系。研究结果表明:员工融职管理能正向预测个体的情感承诺水平,能负向预测个体的离职意向水平;情感承诺在员工融职管理和离职意向之间的中介作用显著。

Questionnaire investigation was used to collect research data, which were analyzed by correl ative analysis and multiple hierarchical regressions to investigate the relationship among employee orien tation management, affective commitment and intention to leave. The results indicate： （1） Employee orientation management could positively predict the employees＇ affective commitment; （2） Employee orientation management could negatively predict the employees＇ intention to leave; and （3） Mediation effects of affective commitment between employee orientation management and intention to leave was significant. The three dimensions of employee orientation management are significant predictors of affec tive commitment and intention to leave, and affective commitment mediates the effects of employee ori entation management and intention to leave.