Research On Perceived Organizational Support And Turnover Tendency From Intergrating Individual And Organizational Perspectives

Since Vietnam's reform and opening up in 1986,the economy has grown rapidly and the number of small and medium-sized enterprises has also increased.In recent years,more and more Vietnamese SMEs have begun to analyze the reasons for the movement of personnel,improve human resource management methods,and formulate a series of strategies to attract and retain talents in order to promote better and faster development of enterprises.In past research,human resource management experts and scholars mostly focused on the commitment,but ignored the organization's support and commitment to employees.The author focuses on examining the relationship between individual-organization matching,and learns and draws on foreign excellent human resource management experience,improving organizational concentricity,and providing Guiding recommendations.This article first reviews the three concepts of individual-organization matching,organizational support,and related research at home and abroad.Under the premise of understanding the general situation of SMEs in Vietnam and the human resources situation.Then,an anonymous questionnaire was used to survey Vietnamese SME employees and use empirical research as a means to understand the current status of individual-organization matching,organizational support,and turnover intentions in Vietnamese SMEs,and explore whether the three dynamic changes are among There is an internal connection.Finally,it puts forward effective methods to promote personal-organizational matching and increase the sense of organizational support of Vietnamese SMEs,and refine opinions and suggestions to effectively reduce the turnover tendency of employees.Based on the perspective of the person-organization matching theory,this article analyzes the impact of employee-enterprise interaction and the subjective support feelings that the organization brings to employees on employee turnover tendencies in Vietnam.Cross-cultural universal research in the fields of organizational matching,organizational support,and employee turnover intentions.Through the empirical research on the employees of small and medium-sized enterprises in Vietnam,there are four main conclusions:(1)Through analysis of the demographic variables of the participants,two factors,namely,gender and marital status,are matched to the employees' individual-organization matching and organizational support There was no difference in the effects of perception and turnover intention.Participants at different ages and working hours had significant differences.(2)Individual-organization matching has positive effect on organizational support.Personal organization matching is strongly correlated with the benefit support and value support in the sense of organizational support,and organizational support is strongly related to the demand-supply matching in the personal organization matching.(3)Individual-organization matching has a significant negative effect on turnover intention.From a factor perspective,turnover intention is correlated with value matching and demand-supply matching in individual-organization matching.(4)The sense of organizational support has a significant negative effect on turnover intentions.From a factor perspective,turnover intention is correlated with emotional support and value support in organizational support.