| 组织认同感与离职倾向关系研究 |
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| 引用本文： | 杨永康,李艳霞. 组织认同感与离职倾向关系研究[J]. 上海管理科学, 2008, 30(3): 53-56 |
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| 作者姓名： | 杨永康 李艳霞 |
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| 作者单位： | 复旦大学管理学院 |
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| 摘 要： | 通过18家企业的358份样本进行分析，对组织认同感量表进行本土化修订，在此基础上考察组织认同感与离职倾向间的相关关系，并对可能的调节变量进行验证。研究结果显示，组织认同感包含忠诚、成员身份和相似性三个维度，组织认同感对离职倾向具有负向的预测效果，环境机会的调节作用不明显。通过强化员工的组织认同感，企业可以有效地减少其离职倾向。
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| 关 键 词： | 组织认同感 环境机会 离职倾向 |
Research on the Relationship between Organizational Identification and Turnover Intention |
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| Yang Yongkang,Li Yanxia. Research on the Relationship between Organizational Identification and Turnover Intention[J]. Shanghai Managent Science, 2008, 30(3): 53-56 |
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| Authors: | Yang Yongkang Li Yanxia |
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| Affiliation: | Yang Yongkang Li Yanxia |
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| Abstract: | Based on 358 samples from 18 companies, this research made some revision on the measurement of or- ganizational identification,CFA was used to confirm the va- lidity of organizational identification.Logistic regression an- alyses indicated that organizational identification was a pow- erful predict of turnover intention beyond demographics vari- ables,while the moderating effect of environmental opportu- nity were not significant. |
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| Keywords: | Orgnizational Identity Environmental Opportunity Turnover Intention |
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