The Empirical Research On Mutual Relationship Among Employee-enterprise Fit, Job Satisfaction And Turnover Intention In CG. Company

With the rapid development of the real-estate industry in China, professionalproperty management rise at a rapid speed as a new service industry. Talents not onlyhad become the biggest driving force for the sustainable development of enterprises,and also had become the strategic resource for enterprises’ development. In recentdecade, the property service industry still kept the obvious features of thelabor-intensive services sector, i.e. high mobility of front-line employees and shortsupply of technical talents. Because of such a high mobility of employees, enterprisessuffer the brain drains so that it’s not beneficial for enterprises to improve its servicequality.This research mainly adopts questionnaires, and selects different job categories ofemployees from the CG property company as the research object for empirical research.Then, according to collected data and information from questionnaires, the author usesSPSS15.0and LISREL8.7as statistical tools for data analysis. Through quantitativeanalysis, the author researches the matching of employees and enterprises, therelationship between job satisfaction and turnover intention, to help the companiesrecruit and cultivate talent team matching enterprises’ development, to improve the jobsatisfaction and reduce turnover rate and to promote coordinated development ofemployees and enterprise.In this thesis, the main points are concluded as follows: first of all, throughexploratory factor analysis, it is concluded that there are3factors on matching ofemployees and enterprises in CG property company: resources-demands fit,abilities-needs fit and supplementary fit; one factor of employees’ job satisfaction in CGproperty company has a factor, i.e. job satisfaction; one factor of employee turnoverintention in CG property company, i.e. the turnover intention. Secondly, throughmatching level analysis the author finds out that:(1) the employee’s age significantlyimpacts the difference on the difference of the supplementary fit,(2)education level ofemployees hugely impacts the difference on abilities-needs fit and turnover intention,(3)categories of job functions significantly impacts the difference on theresources–demands fit and job satisfaction,(4) the difference between ordinaryemployees and management employees and employees on different ranks impact the difference on resources–demands fit, abilities-needs fit, supplementary fit and jobsatisfaction. Thirdly, through the regression analysis, the author finds out that theresources–demands fit, abilities-needs fit and supplementary fit–of employee-enterprisefit have positive influence on job satisfaction and however they have no impact onturnover intention. What’s more, job satisfaction has no connection with turnoverintention. But, age, serving years, time of changing jobs and yearly income haveremarkable influence to supplementary fit. Rank of positions has the biggest influenceon abilities-needs fit. Age and serving years of employee have biggest influence onsupplementary fit. Categories of job functions and times of changing jobs have thebiggest influence on job satisfaction. Yearly income of employee has the biggestinfluence on turnover intention.The conclusion in this thesis provides reliable human resources managementstrategy to executives of the CG company, guiding enterprises to pay more attention toestablish perfect matching of employees and enterprise, and making clear concretefactors which effectively improve the level of the matching of employees andenterprises and improve job satisfaction. Finally, it helps reduce the loose incurred fromthe brain drain and realize high match of employees and enterprises.