新生代员工个人-组织匹配与离职倾向的关系研究——基于工作满意度的中介作用

摘要

基于个人-组织匹配理论,以189名企业新生代员工为研究样本,运用相关分析和回归分析探讨了个人-组织匹配和工作满意度对新生代员工离职倾向的影响,同时检验了工作满意度在个人-组织匹配与离职倾向之间的中介效应.研究结果表明:新生代员工个人-组织匹配和工作满意度均对离职倾向具有显著负向影响;个人-组织匹配对离职倾向的影响通过工作满意度的完全中介作用来实现.%Based on the staff-organization fit theory, taking 189 new generation employees as the research sample and adopting the approach of correlation analysis and regression analysis, this paper explores into the effects of the staff-organization fit and job satisfaction on the new generation employees' turnover intention, and the mediating effect of job satisfaction between the two.The results indicate that the new generation employees' staff-organization fit and job satisfaction both have dramatic negative effects on their turnover intention, and the influence of the staff-organization fit on the turnover intentionis completely mediated by job satisfaction.