Among three dimensions of organizational commitment, affective commitment is the most significant for turnover intention.
在组织承诺的三个维度中，情感承诺对于离职意图的影响是最大的。
Based on a sample of 742 employees from Hitech companies in Xi an, this paper found met expectation has significant effects on job satisfaction, organizational commitment and turnover intention.
研究以来自西安的742名企业雇员为样本，主要发现期望匹配度对工作满意度、组织承诺度和离职意向存在显著的影响。
Staff quit is the result of turnover intention, which is closely related to employee's satisfaction rate.
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。
Study 2 investigated the mediated effect of LMX between AS and Turnover Intention.
研究2考察了LMX在虐待式管理与离职倾向关系中的中介作用。
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。
Using correlation analysis to test the existence of correlation between job satisfaction and its'factors and job performance and turnover intention.
用相关分析来判断工作满意度及各因子是否与工作绩效和离职倾向存在相关关系；
Based on a sample of 742 employees from Hitech companies in Xi 'an, this paper found met expectation has significant effects on job satisfaction, organizational commitment and turnover intention.
研究以来自西安的742名企业雇员为样本，主要发现期望匹配度对工作满意度、组织承诺度和离职意向存在显著的影响。
The employee's turnover intention is affected by alot of factors, so how to retain employee is a systematic project.
员工离职意向的产生是多方面因素综合造成的，因此如何留住人才也是一项系统的工程。
It also found that compared with the variable income, the influence of the variable career implementation has more notable effect on the turnover intention.
研究发现，职业生涯实现度对离职意向的影响作用大于收入的影响作用。
The empirical analysis results show:Job satisfaction and organizational commitment are the key variables that directly influence turnover intention of science and technology talents.
实证分析结果表明：工作满意度和组织承诺是对科技型人才离职意愿有直接影响的关键变量；
Employee job satisfaction can be explained respectively the company turnover intention, job performance with the variability of 49.38%, 58.46%.
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。
And by calculating to get the the differences between the two companies of job satisfaction, job performance and 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。
The actual quit of a job comes from the turnover intention, which related closely with employees' job satisfaction.
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。
Both Organizational commitment and locus of control were found to have a significant impact on turnover intention. so do other personal attributes except marriage.
结果发现组织承诺、内外控人格特质对离职意图有显著影响，个人属性中除婚否外，其他属性对离职意图也有显著影响。
The result of this study shows that the model improved by this paper can explain the turnover intention of the workers in comprehensive portal enterprise.
研究表明，修正后的模型对综合门户网站企业员工的离职意向有很好的解释效力。
The differences of age have a significant impact on job itself, working relations and turnover intention.
年龄差异对工作本身、工作关系、离职内因倾向和离职外因倾向具有显著影响；
First, the author overviews relevant theoretical study, based on that, the basic model of the influencing factors of employee turnover intention is structured, and research hypothesis is raised.
首先，在学者们关于员工离职意向及其影响因素的研究成果之基础上，通过构建酒店员工离职意向影响因素模型，提出相关假设；
The influence factors of turnover intention are different in three kinds of employees, which are workers, technologist and low-level managers.
生产线员工、技术人员和基层管理人员三类不同岗位员工的离职影响因素存在差异。
The result shows that: perception of organizational politics is correlated with job satisfaction and turnover intention, and making a variation amount of the explanation that can be better too.
工作满意度与离职倾向间有显著的负相关关系，可以较好的解释离职倾向的变异量。
The perceived opportunities and occupational commitment had the mediated effect in the formation of turnover intention.
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。
At the same time, the influence factors of turnover intention were CS, training and retirement, age and the period hotel setting up.
同时，影响流失倾向的核心因素主要是职业生涯满意度、培训与退休、年龄和饭店成立年限。
The other is analysis of how NPO Employee Psychological Contract affects Employee Job Satisfaction and Turnover Intention.
第二部分分析非营利性组织员工心理契约对工作满意感和离职倾向的作用。
The other is analysis of how NPO Employee Psychological Contract affects Employee Job Satisfaction and Turnover Intention.
第二部分分析非营利性组织员工心理契约对工作满意感和离职倾向的作用。
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