CAJ | 학술논문

本文探讨了人-组织价值观匹配和离职倾向间的关系，工作满意对价值观匹配和离职倾向间关系的中介作用，以及要求-能力匹配对价值观匹配和离职倾向间关系的调节作用。对上海、福建、安徽、河南等地328名员工进行问卷调查所获实证数据的统计分析表明：价值观匹配、要求-能力匹配和离职倾向显著负相关；工作满意对价值观匹配和离职倾向间关系起到完全中介作用；要求-能力匹配对价值观匹配和离职倾向间关系未起到调节作用。
본문탐토료인-조직개치관필배화리직경향간적관계，공작만의대개치관필배화리직경향간관계적중개작용，이급요구-능력필배대개치관필배화리직경향간관계적조절작용。대상해、복건、안휘、하남등지328명원공진행문권조사소획실증수거적통계분석표명：개치관필배、요구-능력필배화리직경향현저부상관；공작만의대개치관필배화리직경향간관계기도완전중개작용；요구-능력필배대개치관필배화리직경향간관계미기도조절작용。
This paper examines the effect of person-organization value fit on turnover intention, the mediating effect of job satisfaction on the relationship between value fit and turnover intention, and the moderating effect of demands-abilities fit on the relationship between value fit and turnover intention. Data were collected through questionnaire survey from 328 individuals in China. The results indicate that person-organization value fit and demands-abilities fit have individual＇s turnover intention, the relationship between value fit job satisfaction, and no moderating effect of demands-abilities fit significant negative impacts on the and turnover intention is mediated by on the relationship between value fit and turnover intention is found.