Intention to Leave or Remain: Testing the Different Effects of Perceived Organizational Support and Job Satisfaction

被引：0

作者：

Meng Xiang-ju ^{[1
]}

机构：

[1] Henan Univ Technol, Sch Management, Zhengzhou 450001, Peoples R China

来源：

2010 INTERNATIONAL CONFERENCE ON MANAGEMENT SCIENCE AND ENGINEERING (ICMSE) | 2010年

关键词：

turnover intention; perceived organizational support; job satisfaction; intention to remain; EMPLOYEE RETENTION; TURNOVER; METAANALYSIS;

D O I：

暂无

中图分类号：

TP39 [计算机的应用];

学科分类号：

081203 ; 0835 ;

摘要：

Through one survey of 206 employees from diverse geographical areas in China, this study investigated the relationship among perceived organizational support, job satisfaction, intention to leave and intention to remain. The aim is to test the different effects of perceived organizational support and job satisfaction in predicting turnover intention and intention to remain. Results show that both job satisfaction and perceived organizational support are significantly negatively related to turnover intentions. Both job satisfaction and perceived organizational support are significantly positively related to intention to remain. However, perceived organizational support and job satisfaction have different importance in predicting intention to leave and intention to remain respectively. Job satisfaction can better predict intention to leave while perceived organizational support can better predict intention to remain.

引用

页码：976 / 981

页数：6

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