知识型员工职业成长与离职意愿——组织认同和专业认同的调节作用  

The Impact of Career Growth on Turnover Intention for Knowledge Worker: The Moderating Role of Organizational Identification and Professional Identification

作　　者：袁庆宏[1] 丁刚[1] 李珲[1] 

机构地区：[1]南开大学商学院,天津300071

出　　处：《科学学与科学技术管理》2014年第1期155-164,共10页Science of Science and Management of S.& T.

基　　金：教育部哲学社会科学研究重大课题攻关项目(09JZD0034-1);教育部人文社会科学研究规划基金资助项目(13YJA630118);中央高校基本科研业务费专项资金资助项目(NKZXTD1102)

摘　　要：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。This study advanced research on the impact of career growth on turnover intention for knowledge worker, 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 regression found that organizational identification moderated the relationship between career growth and turnover intention, which means that career growth making less influence on turnover intention in the situation of higher organizational identification, and more influence in lower organizational identification. Moreover, the interaction of organizational 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

关 键 词：知识型员工 职业成长 组织认同 专业认同 离职意愿 

分 类 号：F272.92[经济管理—企业管理]