企业发展性支持与离职意向的关系研究——人-职匹配与职业自我管理的调节作用

Relationship between Organizational Support for Development and Turnover Intention——Moderation Roles of P-J Fit and Career Self-management

以往关于发展性支持与离职意向关系的研究结果不一致。因此,本文引入人-职匹配与职业自我管理作为两者关系的调节变量。研究发现,能力匹配和职业自我管理都调节两者的关系。对于能力不匹配的员工,发展性支持对其离职意向有负向预测作用;然而,发展性支持则与能力匹配个体的离职意向不呈相关性。对于职业自我管理倾向高的个体,发展性支持与离职意向的相关性不大,而对于职业自我管理倾向低的个体,发展性支持会转化为组织支持感,负向预测员工的离职意向。最后,人-职匹配与职业自我管理共同调节两者的关系。本文的研究结果为企业的人力资本投资策略提供了一定的启示。

The few studies that have examined turnover intentions as outcome of development support have reported inconsistent results.On the basis of recent notions of the'protean'career,this study therefore identifies P-J fit and career self-management as potential moderators of organizational development support. Results show that both P-J fit and career self-management moderate the relationship between development support and intention to quit,such that the negative relationship is stronger for employees who are P-J nonfit or low career self-management than when those who are not. In addition,results show a high hierarchy interaction effect between P-J fit and career self-management on the relationship. Implications on organizational human capital investments are provided.