Individual-Oganization Fit And Turnover Intention

In today’s world, talent is the most important resource, the competition between countries and between enterprises all boil down to the talent competition. However, from the late20th century, the employee turnover problem has become the enterprise’ nxiety. The loss of talent to create serious problems, how to reduce the staff turnover rate and retain talent has become the things that enterprise development can not ignore, become a major business the managers most troublesome. On the one hand, the person-organization fit pursuit the fit of employees and organizations in the characteristics, make employees truly integrate into the enterprise, enhance organizational flexibility, reduce staff turnover rate. On the other hand, the amount of employees perceived external opportunities is another key factor affecting employee turnover.In previous studies, individual-organization fit and alternative job opportunities perception both are important influence variables on employee turnover tendency. Individual-organization fit is an endogenous variable, the perception of the alternative job opportunities are exogenous variables. Scholars generally separate study the impact of them on employee turnover tendency, few explore the interaction between the two on turnover intention of employees. On this basis of literature review and combing at home and abroad study, combined with China’s social background, this article explores the role of the three dimensions of the individual-organization fit on employee turnover tendency, and the moderating effects of alternative job opportunities perception on the effect, put forward the research hypotheses and research model the research hypotheses and research model.This study used a questionnaire for the survey, subject of investigation from different companies across the country, use SPSS19.0to analyze data, at the same time Verified scenario latitude of the scale of the individual-organization fit in the China. The results showed that:three latitude of person-organization fit on produce significant negative correlation on employee turnover intent; there are moderating effects of alternative job opportunities perceived between the relation of demand-ability fit and employee turnover intention, and need-supply fit and staff turnover intention.But there is not moderating effect of alternative job opportunities perceived between the relation of complementary fit and employee turnover intention.Finally, empirical results are discussed and on this basis, a number of management recommendations are proposed for the managers to reduce employee turnover rate. At the same time, this article put forward the limitations of this study and future prospect about turnover research..