我们将会评估候选人的职业兴趣和离职倾向。
We will access the candidate's level of interest and intention to move.
工作满意度是组织文化认同与离职倾向的中介变量。
Job satisfaction is also an intermediary variable factor between organization culture identity and turnover intention.
本研究主要目的在于探讨银行理财专员的离职倾向。
The primary purpose of this study is to examine the turnover intention of financial consultants.
建立更合理的奖金、福利制度，降低员工离职倾向。
Establish a more reasonable prize money, welfare system and reduce staff turnover intention.
然而，有关中层管理者离职倾向的实证研究并不多见。
However, there are few empirical researches related to middle-level managers' 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.
组织承诺在职业成长与离职倾向间起到了部分中介作用；
Organizational commitment played an intermediation role in the relationship between career growth and turnover intention.
组织文化认同与工作满意度对离职倾向有显著的预测能力。
Organization culture identity and job satisfaction have signification prediction ability to the 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。
The perceived opportunities and occupational commitment had the mediated effect in the formation of 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。
Study 2 investigated the mediated effect of LMX between AS and Turnover Intention.
北区温泉旅馆业员工对环境威胁认知、工作压力与离职倾向之研究。
The Influence of Employee Cognition of Environmental Threat on. Effect of Job Stress and Turnover Tendency-A Case Study of...
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.
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.
试图为企业提高员工工作满意度和工作绩效，降低离职倾向寻求一条有效途径。
Try to find an effective way to improve employee job satisfaction and job performance and reduce the turnover intention.
规范承诺、情感承诺在晋升与培训对离职倾向的影响过程中起到部分中介作用。
Normative commitment and continuance commitment have partly intermediate function which distribution justice affects 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；
Using correlation analysis to test the existence of correlation between job satisfaction and its'factors and job performance and turnover intention.
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 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.
本研究探索中国酒店业员工离职倾向的前置变量，并发掘出针对酒店业的新的因素。
Abstract: the current study explores the Antecedents of hotel employee turnover in China and determines new Antecedents in the hospitality industry.
通过路径分析发现，职业高原会导致离职倾向的增加，对工作绩效的影响却没有达到显著性水平。
Career plateau has significant positive relationship with turnover intention, while the relationship with work performance is not significant.
个体与组织间的匹配程度可有效的预测员工的工作满意度、工作绩效以及离职倾向、组织承诺及个人成就感等。
The past researches found that the 3 types of fit were related to organization- focused outcomes and job- and career-focused outcomes respectively.
针对上述研究结果，本文提出了增加工资收入、提高社会支持等降低护士职业倦怠水平、减少离职倾向的干预措施。
In response to these findings, this paper proposes to increase salaries, improve social support to reduce nurse burnout levels, reduce the separation tendency.
职业支持对徒弟的离职意愿只存在着薄弱的直接效应，心理支持则是完全通过影响徒弟的组织承诺来影响徒弟的离职倾向。
Besides, the career support had feeble direct effect on prentices' turnover intention, and the psychological support worked on prentices' turnover intention totally via the organizational commitment.
本研究通过问卷调研方式，采用组织社会化策略、个人-组织匹配(客观与主观)、领导-部属交换(LMX)、离职倾向等5份量表。
There are 5 scales used in the questionnaire survey including organizational socialization tactics, Po fit (objective and subjective fit), LMX and turnover intention.
组织职业生涯管理的生涯辅导、生涯信息、制度保证、上司支持均与组织承诺、工作满意度显著相关，而离职倾向仅与上司支持这个因素相关显著。
Career tutorship career information management rules and director's support is related to organizational commitment and job satisfaction, and turnover intention is only related to director's support.
以一外资企业的550名从事生产操作的农民工作为被试，采用问卷调查法，探讨了农民工的职业成熟度、组织承诺、以及工作满意度与离职倾向之间的关系。
A total of 550 workers from a foreign company participated in the study by filling in the career maturity, organizational commitment, job satisfaction, and turnover intension questionnaires.
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；
The differences of age have a significant impact on job itself, working relations and turnover intention.
不同岗位对工作回报、工作本身、领导管理、工作条件、整体满意度、离职内因倾向、离职外因倾向均存在显著影响。
Different positions have a significant impact on job returns, job itself, the leadership and management, working conditions, overall satisfaction and turnover intention.
不同岗位对工作回报、工作本身、领导管理、工作条件、整体满意度、离职内因倾向、离职外因倾向均存在显著影响。
Different positions have a significant impact on job returns, job itself, the leadership and management, working conditions, overall satisfaction and turnover intention.
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