组织文化与商业银行员工离职意向的关系  

The Relationship between Organizational Culture and Turnover Intention of Commercial Bank Staff

作　　者：罗良针[1] 王皓楠[1] 

机构地区：[1]南昌大学教育学院,南昌330031

出　　处：《山西师大学报（社会科学版）》2015年第1期65-69,共5页Journal of Shanxi Normal University(Social Science Edition)

摘　　要：本研究通过对273名商业银行员工的调查,旨在探索组织文化与离职意向的关系,扩展员工离职意向研究的视角,同时考察商业银行组织文化水平和员工离职意向的状况,测查组织文化水平对离职意向的影响是否存在阈值效应,以便为管理者保持银行健康的人员流动率提出适用性策略。结果表明:商业银行组织文化水平和员工离职意向在性别、年龄、学历和工龄四个人口学变量上均不存在显著性差异;商业银行的组织文化水平与其员工离职意向之间存在显著的负相关;组织文化水平对员工的离职意向具有负向预测作用;组织文化水平对员工离职意向的影响存在阈值效应。This study investigated 273 employees in order to examine the relationship between organizational culture and turnover intention of commercial bank staff to broaden research perspectives in turnover intention. At the same time, we also attempt to examine the level of organizational culture and turnover intention in those staff. This study also tries to determine whether the threshold effect exists between the two so as to seek a more intuitive and convenient way to develop strategies to prevent employee turnover. The results were as follows ： （ 1 ） The organ- izational culture of commercial bank and turnover intention of commercial bank staff have no significant differences in gender, age, education and seniority; （2） There is a significantly negative correlation between organizational culture and turnover intention of commercial bank staff; （3） Turnover intention of commercial bank staff was nega- tively predicted by organizational culture; （4） The influence of organizational culture on turnover intention of commercial bank staff exists a threshold effect.

关 键 词：组织文化 离职意向 商业银行 

分 类 号：G114[文化科学]