可雇佣性对离职倾向的影响研究——组织承诺的中介作用

Study on How Employability Influences Turnover Intention:Mediating Role of Organizational Commitment

基于微观调研数据,以组织承诺为中介变量,建立结构方程模型,实证检验了可雇佣性对员工离职倾向的影响。结果表明:情感承诺、持续承诺与规范承诺在内部可雇佣性与离职倾向之间均起完全中介作用,持续承诺与规范承诺在外部可雇佣性与离职倾向之间起部分中介作用;情感承诺在外部可雇佣性与离职倾向之间不起中介作用。基于研究结论,提出提升员工可雇佣性与组织承诺进而降低员工离职倾向的对策建议。

Based on the micro-research data,the empirical study is made by establishing a structural equation model in which the organizational commitment is used as a mediator variable.The study reveals the impact of employability on employee turnover intention.The results indicate that affective commitment,continuance commitment and normative commitment play a full mediating role between internal employability and turnover intention.Continuance commitment and normative commitment play a partial intermediary role between external employability and turnover intention;affective commitment has no intermediary effect on either external employability or turnover intention.Based on the research conclusions,it proposes the countermeasures to improve both employee employability and organizational commitment so as to reduce employee turnover intention.