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人--组织匹配对组织承诺、离职倾向的影响研究.docx

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人--组织匹配对组织承诺、离职倾向的影响研究 Abstract Thispaperexplorestherelationshipbetweenindividualsandorganizations,specificallyintermsoforganizationalcommitmentandemployeeturnoverintention.Theresearchshowsthatvariousfactorscontributetoanemployee'sdecisiontostayorleaveacompany,andthatorganizationscantakestepstoimproveemployeeretention.Thispaperprovidesaframeworkforunderstandinghoworganizationalcommitmentaffectsturnoverintention,andofferssuggestionsforimprovingretentionrates. Introduction Organizationalcommitmentisacrucialaspectofemployeeengagement,andithasasignificantimpactonemployeeretentionrates.Whenanindividualiscommittedtoanorganization,theyaremorelikelytoremainwiththecompanyandtoperformatahigherlevel.However,ifanemployeeisnotcommittedtotheirorganization,theymaybemorelikelytoleaveforanotherjob.Thispaperexplorestheimpactoforganizationalcommitmentonemployeeturnoverintention,andhoworganizationscanpromotecommitmentandreduceemployeeturnover. LiteratureReview Organizationalcommitmentisthepsychologicalattachmentthatanemployeehastotheirorganization.Itisoftendescribedasafeelingofloyalty,identification,andinvolvementwiththecompany.Researchershavefoundthatorganizationalcommitmentispositivelyrelatedtojobsatisfaction,jobperformance,andemployeeretention(O’Reilly&Chatman,1986).Conversely,alackofcommitmenthasbeenlinkedtolowjobsatisfaction,absenteeism,andturnoverintention(Meyer&Allen,1991). Oneofthemostwidelyusedframeworksforunderstandingorganizationalcommitmentisthethree-componentmodeldevelopedbyMeyerandAllen(1991).Accordingtothismodel,organizationalcommitmenthasthreekeycomponents:affectivecommitment,continuancecommitment,andnormativecommitment.Affectivecommitmentreferstoanindividual’semotionalattachmenttotheorganization.Continuancecommitmentreferstotheperceivedcostsofleavingacompany,suchaslossofbenefitsorseniority.Normativecommitmentreferstoasenseofobligationorresponsibilitytotheorganization. Therelationshipbetweenorganizationalcommitmentandemployeeturnoverintentioniscomplexandmultifaceted.Res