组织嵌入、工作满意度与离开意愿——基于2014年中国公益人才发展现状调查数据的分析

Organizational embeddedness,job satisfaction,and turnover intention:Data Analysis Study Based on 2014 China Commonweal Organizations Talent Survey

本文基于2014年中国公益人才发展现状的调查数据,采用二元logistic回归分析探讨组织嵌入对公益组织员工离开行业意愿的影响,以及对工作满意度的中介作用。研究发现:①组织联系、组织匹配对公益组织员工离开行业意愿有显著的负向影响;②组织牺牲维度中的晋升空间与公益组织员工离开行业的意愿呈显著负相关,然而薪酬对公益组织员工离开行业意愿没有影响;③工作满意度是组织联系和离开意愿之间的完全中介变量,也对组织匹配影响离开意愿起到部分中介作用。研究表明,薪酬并没有影响公益人才的离开意愿,因此,应该通过增强组织联系、提升组织匹配程度和扩大晋升空间等行业建设措施留住公益人才。

Based on the survey data of the development status of Commonweal Organizations Talents in China in 2014,this paper adopts binary logistic regression analysis to analyze the impact of organizational embeddedness on employees’intention to leave the industry in commonweal organizations,as well as the mediating effect of job satisfaction.The study has found that:(1)organizational link and organizational fit have a significantly negative im-pact on employees’intention to leave the industry;(2)The promotion space of organizational sacrifice is negatively correlated with employees’intention to leave the industry,while the salary has no effect on employees’intention to leave the industry;(3)Job satisfaction is a complete mediating variable for organizational link to affect the turnover intention,and it also partially mediates the effect of organizational fit on the turnover intention.The study Concludes that salary does not affect the public welfare talents’turnover intention,and it is important to retain public welfare talents’through industry construction measures such as strengthening organizational links,degree of organizational fit,and promotion space.