개인-직무, 개인-조직 적합성이 이직의도에 미치는 영향

Abstract

The purpose of this study is to examined the effects of person-job, person-organization fit on employees's intention to quit, and this relationship is also affected by the mediating role-employability. Based on this, direct effect hypothesis and mediated effect hypothesis were set as research hypotheses and empirical analysis was conducted. We discussed the employability from two dimensions in internal flexibility and external mobility which was mentioned in Groot and Massen van den Brink, 1996's study. Hypothesized is that the higher the person-job, person-organization fit, the less intention to quit the employees will have. In terms of goal, we collected the data from 20 organizations, 300 samples were collected and finally 162 samples were used for the analysis. The results show that first, the higher person-job, person-organization will reduce the employees' intention to quit. Second, person-job fit is positively related to the employability, both in internal flexibility and external mobility dimensions, but person-organization fit is not related to employability. Third, employability is partial mediating the relationship between person-job, person-organization fit and employees' intention to quit just in the adaptability dimension of external mobility. in addition, the perception of conformity to the job they are performing requires the organization members to be aware of the high employability within and outside the organization and Particularly, it can be seen that the higher the external mobility, the less the effect of personal-job suitability lowering the intention to quit