总体工作满意度可以解释员工离职意愿49.38%的变异性、员工工作绩效58.46%的变异性。
Employee job satisfaction can be explained respectively the company turnover intention, job performance with the variability of 49.38%, 58.46%.
而企业人力资源管理在不同程度上影响了员工的态度和心理预期，进而影响了他们的离职意愿。
The human resource management of enterprise influences employees' attitude and psychology expectations in different extent, which will influence their intentions to leave.
排除组织承诺各因子的干扰后，员工满意度的“进修”和“主管”两个因子与离职意愿呈现显著相关；
Once controlling variance—organizational commitment, "training" and "line manager" have a significant correlation with turnover intention.
员工的实际离职产生于离职意愿，而离职意愿与员工满意度密切相关。
Staff quit is the result of turnover intention, which is closely related to employee's satisfaction rate.
员工离职行为的发生产生于离职意愿，而离职意愿与员工工作满意度有密切的关系。
The actual quit of a job comes from the turnover intention, which related closely with employees' job satisfaction.
即情感承诺增加会降低员工的离职意愿，尤其是对于工作所提供的自主性水平较高的个体。
Specifically, affective commitment negatively correlates to turnover intention, especially for whose with a high level of work autonomy.
即情感承诺增加会降低员工的离职意愿，尤其是对于工作所提供的自主性水平较高的个体。
Specifically, affective commitment negatively correlates to turnover intention, especially for whose with a high level of work autonomy.
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