Study On The Relationship Between Compensation Characteristics P-O Fit And Turnover Intention Mediating Role Of Compensation Satisfaction

High turnover rate will cause more costs, and reduce the competitiveness of theenterprise, which brings negative influence to the development of enterprises. Oncethe resignation of key employees, will lead to more serious crisis to the enterprise.Compensation has important function of attracting and retaining staff, it’s animportant factor affecting their choice of an organization. Compensation systemconvey the value of an organization and to attract those individuals tending to matchthe value of the individual in the organization, after the employees joined theorganization, the “match” between organizational compensation characteristicsperceived and preferential, will have a negative impact on individual’s turnoverintention.Therefore, this study draws on research theory at home and abroad, attempts toexplore the relationship between compensation characteristics P-O fit and turnoverintention with the person-organization fit theory. And further introduction ofcompensation satisfaction as a mediating variables, exploring the mediating effect ofcompensation satisfaction between compensation characteristics P-O fit and turnoverintention.This study carried out a survey on employees’ compensation characteristics P-Ofit, compensation satisfaction and turnover intention through questionnaireinvestigation. And by using SPSS17.0and AMOS17.0statistical analysis software,through factor analysis, reliability analysis, one-way ANOVA analysis, correlationanalysis and regression analysis, finally draw the conclusion:(1) Employees’ compensation characteristics P-O fit, compensation satisfactionand turnover intention are significant differences on some demographic variables;(2) Compensation characteristics P-O fit and its decision criteria fit dimensions,payment structure fit dimensions have significant predictive power on turnoverintention; Compensation characteristics P-O fit and its all dimensions have significantpredictive power on compensation satisfaction; In addition to welfare satisfaction,compensation satisfaction and it’s other dimensions have significant predictive poweron turnover intention;(3) Compensation satisfaction is proved the mediating variable between therelationship of compensation characteristics P-O fit (decision criteria fit, and paymentstructure fit) and turnover intention. According to the research conclusion, this article proposed the correspondingmanagement measures by paying attention to the differences of employees’ individualcompensation preferences, Implementation of differentiated compensationmanagement strategy, development and utilization of human resources managementdata, regular compensation satisfaction survey, and also pointed out the limitations ofthis study and future research directions on this issue.