感知机会、职业承诺在离职倾向形成中具有重要的调节作用。
The perceived opportunities and occupational commitment had the mediated effect in the formation of turnover intention.
并通过计算得到了两家企业在工作满意度，工作绩效和离职倾向上的差异。
And by calculating to get the the differences between the two companies of job satisfaction, job performance and turnover intention.
组织支持在工作倦怠与离职倾向之间不具有调节作用。
Perceived organizational support didn't moderate the relationship between job burnout and turnover intention.
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