Research On The Relationship Of Person-organization Value Fit And Turnover Intention

Human resources, as the important intangible assets of an enterprise, have the characteristics of liquidity and instability. The resign of core talents cause the tremendous impacts to an enterprise. Therefore, the study of turnover intention becomes the common focus in both academic field and business circles. In many of the researches, personal values matching organizational values-one of the most important variables that influences the turnover intention, has always been the focus, while the medium effect of organizational commitment draws great attention from academic field as well. In recent years, some international scholar emphasizes that the supervisory commitment to the individuals has an equal or even stronger impact to the turnover intention than the organizational commitment does. However, the study on this field has just started in our country and no conclusion is yet made.This paper focuses on the influence of the matching of personal-organizational values to organizational commitment, supervisory commitment and turnover intention. On one hand, it tentatively discusses the relationships among the matching of personal-organizational vaiues, organizational commitment and turnover intention; on the other hand, it explores the influence of the matching of personal-organizational values to supervisory commitment, furthermore analyze the differences of influence to turnover intention between organizational commitment and supervisory commitment, and propose suggestions to management practice. Through analyzing the collected data in SPSS13.0and AMOS7.0method, the conclusions are as following. The matching of personal-organizational values and turnover intention has a significant negative correlation and the different dimensionalities of matching affect variously; organizational commitment and supervisory commitment both have a significant negative correlation with turnover intention and the different dimensionalities of them affect variously; organizational commitment and supervisory commitment both have a significant positive correlation with the matching of personal-organizational value and the different dimensionalities affect variously; organizational commitment and supervisory commitment are the intermediate variable of the matching of personal-organizational values and turnover intention; and organizational commitment has a better prediction to turnover intentions than supervisory commitment.Based on the researches, this paper proposed the following suggestions to help improve the current situation of private enterprise management. First, establish the organizational environment and corporate values, reinforce institutional construction and enhance employees’ organizational commitment level; second, attach importance to the development of personal qualities, charm and trust while developing enterprise directors; don’t make the promotion decisions merely based on performance in work; third, pay attention to the degree of matching of employee’s and organizational value while recruiting and training new employees; fourth, learn from other companies, focusing on the behaviors of high-performance employees and the way their supervisors work; and apply what is learnt to enhance own management techniques.