A Study On The Relationship Of Employee-Organization Value Fit And Organizational Commitmetn, Quit Intention

With the procession of international economy globalization, especially after entering WTO, people are changing their jobs more and more frequently. Quit management has become a very important issue in the field of human resource management. For an organization, how to resolve this problem at all seems the key point. This present study has mvestigated the relationship of employee - organization value fit and organizational commitment, quit intention in order to provide effective policy to remain employees for Chinese organizations.This study has reviewed the correlative theories of employee-organization value fit and organizational commitment, quit intention, based on which the academic design has been brought forward. The results have indicated: (1) In different kinds of organization, employee and team fit degree, organizational commitment (affective commitment, continuous commitment, normative commitment) and quit intention are different. (2) Innovation and development fit degree, normative commitment and quitintention vary among employees of different culture level. (3) Continuous commitment is different among employees of different position. (4) Employee and team tropism, performance tropism, innovation and development tropism can forecast affective commitment and quit intention; Employee and team tropism, innovation and development tropism can forecast normative commitment; only employee and team tropism can forecast continuous commitment. (5) Affective commitment and normative commitment can effectively forecast quit intention. (6) Affective commitment and normative commitment have medi-function between value fit and quit intention.