Exploring the Effect of Person-Organizational Values Fit on Turnover Intention of New Generation of Knowledge Employees: The Mediating Role of Job Satisfaction and Affective Commitment

다국어 초록 (Multilingual Abstract)

This study aims to identify what factors contribute to the social phenomenon of the high turnover rate among new generation of knowledge employees. In doing so, the paper explores the effect of person-organizational value fit on turnover intention of these employees and the mediating effect of job satisfaction and affective commitment in the relationship between person-organizational value fit and turnover intention. Using a sample of 300 educated post-1990s employees in China, our results indicate that both job satisfaction and affective commitment play a mediating role in the relationship between person-organizational value fit and turnover intention. Moreover, the results further demonstrate that job satisfaction positively affects affective commitment, indicating that person-organizational values fit can improve affective commitment and reducing turnover intention by influencing job satisfaction of the employees.

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