中国转型经济背景下个人.docVIP

中国转型经济背景下个人——组织契合对员工离职意愿的影响????——企业所有制形式与职位类型的调节作用 【原文出处】南开管理评论 【原刊地名】津 【原刊期号】20085 【原刊页号】56～63,72 【分 类 号】F103 【分 类 名】劳动经济与劳动关系 【复印期号】200901 【英文标题】The Impact of Person-organization Fit on Intent to Quit: Enterprises Ownership and Employees Position as Moderators????(School of Management, Huazhong University of Science and Technology, Wuhan 430074, China ) 【标题注释】【基金项目】本文受到国家自然科学基金项目资助。 【作 者】赵慧娟/龙立荣 【作者简介】赵慧娟，华中科技大学管理学院博士研究生、中南财经政法大学公共管理学院讲师，研究方向为组织行为学和人力资源管理；????龙立荣，华中科技大学管理学院教授、博士生导师，研究方向为组织行为学和人力资源管理。 【内容提要】本文以华中及华南地区22家企业的1000名企业员工为调查对象，验证了中国转型经济背景下个人—组织契合对员工离职意愿的影响模型。文章运用SPSS11.5对收集的839份有效问卷进行层级回归及分组回归分析，结果显示：(1)在中国现实和文化背景下，个人—组织契合对员工离职意愿有显著的负向作用；(2)在国有、民营和外资企业中，个人—组织契合对员工离职意愿的影响存在显著差异；(3)个人—组织契合对企业中高层管理者以及一般员工离职意愿的影响也存在显著差异。 【摘 要 题】管理解析 【英文摘要】Person-organization Fit (P-O Fit) has become an increasingly important aspect of the employment relationship. Previous research has indicated that perceptions of P-O Fit are strongly related to employees intent to quit. This study explores the relationship between P-O Fit and employees intent to quit in the context of Chinese culture and the transition of the Chinese economy. After summarizing the relevant literature, enterprises ownership and employees position are considered as moderators. A questionnaire including a perceived P-O Fit scale and an intent-to-quit scale is employed as a data collection tool in this study. A total of 839 samples are collected from 22 Chinese organizations. Hierarchical regression and group regression are used to confirm the research hypothesis. The results indicate that (1) Perceived P-O Fit has a negative effect on intent to quit; (2) Enterprises ownership moderates the relationship between P-O Fit and intent to quit; (3) Employees position also moderates the relationship between P-O Fit and intent to quit. The primary theoretical and practical contribution of this study is that P-O Fit is proved to have a significant impact on employees intent to quit in the context of Chine