| Talents are the important carrier of knowledge, It’s also a necessary means to acquire competitive advantage of enterprise. In recent years, a large number of qualified employees’ turnover problem attracts more and more people’s attention. How to attract, select and retain the talents and achieve the win-win situation gradually become the enterprise, employees and organization managers most concerning problem. It is also the focus of theoretical research in recent years.The research literatures in domestic and overseas have confirmed that the job stress has significant predict effect on turnover intention, Some scholars also noticed the influence of the job satisfaction, they think that job stress can not only have the direct impact on employee turnover intention, but also lead to more employee turnover behavior by reducing the employee’s job satisfaction indirectly. That is to say, the job satisfaction plays an intermediary role between job stress and turnover intention, but there were few scholars had discussed the path, Therefore, whether the job satisfaction plays an intermediary role between job stress and turnover intention become one of the most focus of this study.Person-Organizational fit is emerging variables in recent years, the research in domestic and overseas about Person-Organizational fit mainly focuses on its dimension and measurement means. Most scholars selected to study it on single or multiple views, there is few research literatures on the whole study of the Person-Organizational fit. As the important variables of studying the relation between the enterprise and employee, Person-Organizational fit’s impact between job stress and turnover intention get more and more people’s attention. That is to say, the Person-Organizational fit can buffer the adverse consequences caused by the job stress on job satisfaction, job satisfaction on turnover intention. For this problem, some scholars just do a theoretical analysis, few scholars study it in empirical research.This paper choose IT employees as the research object, put the Person-Organizational fit, job stress, job satisfaction, turnover intention in one model to research the relationships between the four variable, and also put forward the research hypothesis. Through issuing the questionnaires to more than 200 IT employees, and analyzed the data by using the SPSS 19.0 software, The results showed that: ①Job stress has a significant positive effect on turnover intention of IT Employees;②Job stress has a significant negative effect on job satisfaction of IT Employees; ③Job satisfaction has a significant negative effect on turnover intention of IT Employees;④Job satisfaction do not play a significant mediating effect on the relationship between job stress and turnover intention of IT Employees; ⑤ Person-Organizational fit plays a significant moderating effects in the model for IT employee turnover intention. according to the study, the article then put forward the management proposal from the Person-Organizational fit, job stress, job satisfaction, turnover intention four aspects, wish to provide help for managers, in the end, this paper puts forward to the deficiency of the research and the prospects for future research. |
