CAJ | 학술논문

研究职业成长对知识型员工离职意愿的影响，识别组织认同和专业认同对职业成长与离职意愿之间关系的调节效应。通过对200余名企业知识型员工的调查，采用层级回归分析处理数据，研究结果表明：组织认同在职业成长与离职意愿之间的关系中发挥调节作用，在高组织认同条件下，职业成长对离职意愿的影响较小；在低组织认同条件下，职业成长对离职意愿的影响较大。组织认同与专业认同的交互在职业成长与离职意愿之间的关系中也起到调节作用，在低组织认同、高专业认同条件下，职业成长对离职意愿的影响最大。
연구직업성장대지식형원공리직의원적영향，식별조직인동화전업인동대직업성장여리직의원지간관계적조절효응。통과대200여명기업지식형원공적조사，채용층급회귀분석처리수거，연구결과표명：조직인동재직업성장여리직의원지간적관계중발휘조절작용，재고조직인동조건하，직업성장대리직의원적영향교소；재저조직인동조건하，직업성장대리직의원적영향교대。조직인동여전업인동적교호재직업성장여리직의원지간적관계중야기도조절작용，재저조직인동、고전업인동조건하，직업성장대리직의원적영향최대。
This study advanced research on the impact of career growth on turnover intention for knowledge work-er, examined how the organizational and professional identification shape the relationship between career growth and turnover intention. Using more than 200 questionnaires, the empirical results from hierarchical multiple regres-sion found that organizational identification moderated the relationship between career growth and turnover inten-tion, which means that career growth making less influence on turnover intention in the situation of higher organi-zational identification, and more influence in lower organizational identification. Moreover, the interaction of organi-zational identification and professional identification had moderating effects on the relationship between career growth and turnover intention, career growth made the largest influence on turnover intention in the situation of lower organizational identification and higher professional identification.