| 组织认同与离职倾向关系研究--基于工作嵌入的中介效应分析 |
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| 引用本文： | 方淑苗,徐志仓,倪清.组织认同与离职倾向关系研究--基于工作嵌入的中介效应分析[J].巢湖学院学报,2015(4):59-64. |
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| 作者姓名： | 方淑苗 徐志仓 倪清 |
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| 作者单位： | 1. 巢湖学院经济与管理学院,安徽 巢湖,238000;2. 安徽大学商学院,安徽 合肥,230601 |
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| 摘 要： | 如何改善员工—组织的关系，降低员工的离职率已成为当今组织管理者关注的焦点。以安徽省5家公路行业公司共239名企业员工为研究对象，运用层级回归等方法考查了组织认同与离职倾向之间的关系，并探讨变量工作嵌入在其中的中介作用。研究结果表明：变量组织认同对离职倾向有显著正向影响作用，并且工作嵌入在其中起到完全中介作用。
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| 关 键 词： | 组织认同 工作嵌入 离职倾向 |
STUDY ON THE RELATIONSHIP BETWEEN ORGANIZATIONAL IDENTIFICATION AND THE INTENTION OF LEAVING ONE'S POSITION---BASED ON THE MEDIATING EFFECTS OF JOB EMBEDDED |
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| Abstract: | How to improve the relationship between staff and organization and reduce employee turnover rate have become the fo-cus of organization managers. In this article, 239 enterprise employees from five highway companies in Anhui province are tak-en as the research object to study the correlation between organizational identification and turnover intention by using hierarchi-cal regression analysis method and to explore the mediating role of variable work embedded in it. The results showed that vari-able organizational identification has an obviously positive effect on turnover intention and job embedded plays a fully interme-diary role in them. |
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| Keywords: | organizational identification job embedded the intention of leaving one's position |
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