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首页> 外文期刊>Journal of organizational behavior >Organizational embeddedness, turnover intentions, and voluntary turnover: The moderating effects of employee demographic characteristics and value orientations
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Organizational embeddedness, turnover intentions, and voluntary turnover: The moderating effects of employee demographic characteristics and value orientations

机译：组织的内在性，离职意向和自愿离职：员工人口特征和价值取向的调节作用

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摘要

To explain why some employees who experience high embeddedness contemplate leaving their organizations and others do not, we examined the moderating effects of employee demographic characteristics (age and gender) and value orientations (individualism and risk aversion) between organizational embeddedness and turnover intentions. Turnover intentions were further expected to increase voluntary turnover. Data were collected from 643 full-time employees at three points in time over a 12-month time period in a wide range of organizations in Japan, a relatively low turnover context with little prior embeddedness research. Findings show that gender and risk aversion moderate the relationship between organizational embeddedness and turnover intentions, which in turn predict voluntary turnover.
机译：为了解释为什么某些经历高度嵌入的雇员打算离开组织而另一些人却不离开组织，我们研究了雇员人口特征（年龄和性别）和价值取向（个人主义和风险厌恶）在组织嵌入和离职意图之间的调节作用。预期进一步的离职意向将增加自愿离职。在日本范围广泛的组织中，在12个月的时间内，从643个全职员工的三个时间点收集了数据，这是一个相对较低的周转率背景，很少进行嵌入式研究。研究结果表明，性别和风险规避调节了组织嵌入度与离职意图之间的关系，从而预示了自愿离职。

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