员工个人特性对组织承诺与离职意愿的影响研究

本论文运用组织行为学的理论,在大量的问卷调查基础上,通过对我国员工的组织承诺和离职意愿的实证分析,揭示了员工的性别、年龄、学历、婚姻状况、户口等人口学特征变量和职位、连续工龄、离职次数、晋升概率、晋升次数等职务相关变量对员工的组织承诺有显著影响。同时,指出员工的组织承诺对离职意愿有显著影响。研究结果对提高员工的组织承诺以及预防员工离职具有一定的借鉴意义。

The Empirical Analysis on the Relationship between Individual''s Characteristics, Organizational Commitment and Employee Turnover Intention

Based on the organizational commitment theory and theempirical analysis on the employee turnover in the stated-ownedand foreign-invested enterprises, this research found thatindividuals characteristics, such as gender, age, education, maritalstatus and hometown, and duty variables like position, length ofservice, number of turnover times, probability of promotion andnumber of promotion times, made significant influence on thedifference of employees organizational commitment. Meanwhile,the results of this study suggested that individuals characteristicsand duty variables had outstanding influence on employee retentionand turnover. Both theory and this research showed thatOrganizational commitment was highly correlated with employeeturnover. As a result, enterprises could reduce the employeeturnover by improving employees affective commitment andtrading commitment through compensation management,promotion mechanism, training and other methods.