CAJ | 학술논문

本文旨在考察人-组织匹配对员工离职意向的影响，着重检验组织承诺的中介作用机制。通过对387名来自企业、银行、政府和事业单位的员工进行问卷调查，结果发现：人-组织匹配程度越高，员工的离职意向越低；组织承诺越高，员工的离职意向越低；人-组织匹配对员工离职意向的影响通过情感承诺和规范承诺的部分中介作用来实现。该结果说明：人-组织匹配对员工离职意向具有重要影响，情感承诺和规范承诺在其中发挥了关键作用。
본문지재고찰인-조직필배대원공리직의향적영향，착중검험조직승낙적중개작용궤제。통과대387명래자기업、은행、정부화사업단위적원공진행문권조사，결과발현：인-조직필배정도월고，원공적리직의향월저；조직승낙월고，원공적리직의향월저；인-조직필배대원공리직의향적영향통과정감승낙화규범승낙적부분중개작용래실현。해결과설명：인-조직필배대원공리직의향구유중요영향，정감승낙화규범승낙재기중발휘료관건작용。
Through surveying 387 employees from companies,banks,government offices or government-sponsored institutions,this paper studies the influence of person-organization fit on turnover intention and the mediation role of organizational commitment. The result shows that person-organization fit and organizational commitment negatively influence turnover intention, and the influences are partly mediated by affective commitment and normative commitment. Finally, it concluded that person-organization fit influences turnover intention by several different paths,and affective commitment and normative commitment play the critical role in this complex relationship.