Chinese New Generation Employees' Turnover Intentions: Effects of Person-Organization Fit, Core Self-evaluations and Perceived Opportunities

摘要

This study examines the effects of person-organization fit to Chinese New Generation employees' turnover intentions. We hypothesize that for the New Generation workers, core self-evaluations mediated the P-O fit-turnover intention relationship and the perceived job opportunities moderated the core self-evaluations-turnover intentions relationship. Surveying 267 data from New Generation employees in a Chinese firm, we find that the New Generation employees reporting higher P-O fit show lower level of turnover intentions. This study also finds support for the mediating effect of core self-evaluations and the moderating effect of perceived opportunities.