作　　者： ; ; (顾良智）;

机构地区： 澳门国际公开大学

出　　处： 《商业经济与管理》 2008年第6期34-40,64,共8页

摘　　要： 文章以383个建筑企业员工为被试样本,运用相关分析、偏相关分析、回归分析及路径分析等统计方法考察了工作满意感、组织认同与离职倾向三个员工态度变量之间关系。结果发现:(1)工作满意感、组织认同与离职倾向之间具有显著相关性和因果性;(2)工作满意感与组织认同相互作用,共同影响离职倾向,且组织认同对离职倾向的影响程度大;(3)组织认同在员工工作满意感与离职倾向关系中具有调节效应,在满意度一致的前提下,组织认同程度的高低对员工离职倾向具有更显著的调节影响。这些研究结果为员工离职权变主义学说提供了证据支持。 In this article,383 construction enterprise employees are taken as samples to study the correlation between job satisfaction, organizational identification and turnover intention by those statistics methods such as correlation analysis, partial correlation analysis, regression analysis and path analysis. The results show that ： （ 1 ） There is an obvious correlation and causality between job satisfaction, organizational identification and turnover intention. （2） The mutual interaction between job satisfaction and organizational identification affects turnover intention, and Organization identification makes a higher influence on turnover intention. （3） Organizational identification can bring moderating effects between job satisfaction and turnover intention. On the precondition that satisfaction degree is identical, the employees with higher organizational identification show lower turnover intention and the employees with lower organizational identification show higher turnover intention. The article provides an evidence support for contingency theory on employee turnover.

关 键 词： 离职倾向 组织认同 工作满意感 调节效应

领　　域： [经济管理] [经济管理]