Not All Leaving Is Created Equal Differentiating the Factors of Organizational and Occupational Turnover Intentions
Not All Leaving Is Created Equal Differentiating the Factors of Organizational and Occupational Turnover Intentions
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并非所有离职都是平等的 区分组织和职业离职意图的因素
DOI：
10.1027/1866-5888/a000216
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发表时间：
2019
影响因子：
1.6
通讯作者：
Jin Xiaotong
中科院分区：
文献类型：
--
作者：
Li Huisi;Yu Kun;Huang Youhuang;Jin Xiaotong
本研究以社会认知生涯理论（SCCT）和焦点一致性理论为基础，探讨了工作相关因素对组织离职和职业离职的不同影响。本研究以2，353名中国农村教师为样本，首先发现组织导向的预测因子（即领导支持、同事支持和工作物质资源）与组织离职倾向之间存在显著的负相关关系。同样，职业导向的预测变量（即职业满意度、薪酬满意度和职业选择动机）与职业离职意愿之间也存在显著的负相关关系。此外，职业导向的预测因素与职业离职倾向的关系比与组织离职倾向的关系更强，反之亦然。研究和实践的影响进行了讨论。
Drawing on social cognitive career theory (SCCT) and the focus–congruence approach, this study examines how organizational and occupational turnover is differently influenced by work-related factors. Using a sample of 2,353 teachers in rural China, results first showed that negative relationships between organization-focused predictors (ie, leader support, colleague support, and physical resources for work) and organizational turnover intentions were significant. Similarly, the negative relationship between occupation-focused predictors (ie, occupational satisfaction, salary satisfaction, and occupational choice motivations) and occupational turnover intentions was also significant. Moreover, occupation-focused predictors have a stronger relationship with occupational turnover intentions than organizational turnover intentions, and vice versa. Implications for research and practice are discussed.