摘要
本文以来自西安15家IT公司的470名技术员工为样本,采用OLS回归分析对Price离职意图路径模型进行了实证研究。研究主要发现:该模型能够较好地解释本研究样本的离职意图;单调性对工作满意度的影响受到单调性相应价值观的调节作用,分配公平性和晋升机会对组织承诺度的影响受到这两个变量相应价值观的调节作用;组织承诺度、工作满意度、工作寻找行为、机会、工作投入度、期望匹配度、积极情感、职业成长度、晋升机会和工作单调性等十个变量被辨识为离职意图的主要决定量。
Based on a sample of 470 employees from 15 IT companiesin Xian, this paper conducts an empirical study on examining thePrice Path model of turnover intention. Data were analyzed by ordinaryleast square regression analysis. The model explains the variance ofturnover intention adequately. The value of rountinization is found tomoderate the relationship between rountinization and job satisfaction.The value of professional growth chance is found to moderate therelationship between professional growth chance and organizationalcommitment. The value of promotional chance is found to moderatethe relationship between promotional chance and organizationalcommitment Ten variables are identified as the main determinants ofturnover intention as follows: organizational commitment, jobsatisfaction, job search behavior, opportunity, job involvement, metexpectation, positive affectivity, professional growth chance,promotional chance and routinization.
出处
《南开管理评论》
CSSCI
2003年第4期12-20,共9页
Nankai Business Review
