以制造业职业生涯早期知识技能型员工为研究对象,利用25家企业的389名员工的调查数据,采用结构方程模型和bootstrap中介检验,探索了工作满意度、组织承诺对职业生涯早期员工离职倾向的作用机制,并检验了组织承诺的多重中介作用.结果表明:职业生涯早期员工的工作满意度对离职倾向具有显著的负向预测效应,工作满意度对情感承诺、规范承诺和持续承诺均具有显著的正向预测效应;情感承诺对离职倾向具有显著负向影响,而规范承诺和持续承诺对离职倾向没有显著影响;情感承诺在工作满意度对离职倾向的影响中具有完全中介作用.本研究丰富了工作满意度的研究内容,对企业制定合理的人力资源政策,降低职业生涯早期员工流动率具有重要意义.%Taking career early employees as the research object, we explored the influence of job satisfaction and organizational commitment on turnover intention by structural equation modeling,and test the multiple mediating effects of organizational commitment by bootstrap. 259 employees from 25 companies in Beijing, Shanghai, Zhejiang, Jiangsu and Shandong provinces and cities have been chosen as the samples. The result showed that career early employees' job satisfaction has significant positive effect on affective commitment,normative commitment and continuance commitment. Job satisfaction has a significant negative impact on turnover intention,and the standardized path coefficient is -0.696 whose effect is higher than that of general staff. In the three dimensions of organizational commitment, affective commitment has a significant negative impact on turnover intention, while normative commitment and continuance commitment have no significant impact on turnover intention. The results of bootstrap test showed that affective commitment played a full mediating role in the effect of job satisfaction on turnover intention, while normative commitment and continuance commitment had no mediating effect. The research results provide a new perspective for early career management, and it has important theoretical and practical significance for enterprise human resource management.
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