The Study On The Relationship Between Person-organization Fit And Turnover Intention In Technologists Of IT Companies

The complex and ever-changing external environment and more fierce market competition make the role of talents in the development of enterprises more prominent,and the development of enterprises is increasingly dependent on talents.The employee's voluntary resignation will result in the loss of human capital and the increase of human resource replacement cost,and will also cause the company to face the staged dilemma of talent shortage in the short term.The issue of active separation of internal employees has also been valued by companies.Previous studies have shown that turnover intention is the best predictor of employee turnover,and is influenced by personal factors and organizational context.The theory of people-environment fit believes that behavior is a function of people and the environment,and the interaction between human and environment can explain the variation of individual behavior to the greatest extent.Therefore,the theoretical community believes that a good fit between people and organizations can effectively predict the active turnover intention of employees within the organization.However,most researchers have analyzed the Person-organizational value congruence as a representative of Person-organization fit constructs to study their impact on turnover intentions,and lack of analysis of the impact of multiple fit dimensions of Person-organization on turnover intentions and a probe into the mechanism of the relationship between Person-organization fit and turnover intention.Therefore,this study analyzed the impact of Person-organizational value congruence,Need-supply fitting and demand-ability fitting on turnover intention.Furthermore,previous studies have shown that job satisfaction plays a mediating role in the impact of Person-organizational value congruence on turnover intentions.However,some scholars believe that organizational identification has a greater impact on turnover intention than job satisfaction.For the reason that,This study is based on social identity theory and social exchange theory,assuming that organizational identification plays a mediating role in the relationship between Person-organizational matching dimensions and turnover intentions.Technical talents are the main source of IT enterprise competitiveness.This research is based on IT enterprise technicians.A questionnaire survey was conducted through online channels,and 225 valid questionnaires were collected.The questionnaire data was tested by common method deviation,reliability and validity analysis,descriptive statistics and correlation analysis,and hierarchical regression analysis.The results were found: firstly,Person-organizational value congruence,the need-supply fit of IT enterprise technicians has a significant negative impact on organizational identification and turnover intention.Secondly,organizational identification has a significant negative impact on the turnover intention of IT enterprise technicians.Finally,organizational identification plays a part intermediary role between value congruence,need-supply fit and turnover intention The demand-ability fit have no significant impact on the organizational identification and turnover intention of IT enterprise technicians.Based on previous studies,this study enriches the study of factors affecting turnover intention,including antecedent variables and mediator variables that affect turnover intention.At the same time,this study also enriches the literature related to Person-organization fit.