중국 청년세대의 직업가치관과 조직 직업가치의 적합도가 이직의도에 미치는 영향 : 다항회귀분석을 이용한 반응표면 분석

Based on the surveys of 205 young Chinese workers in the ‘post-90s’ generation, the following results are obtained. Individuals' intrinsic and extrinsic work values had a positive effect on their turnover intention. This means the more important these values were perceived, the higher the turnover intention. The results of polynomial regression analysis and response surface analysis reveal that the extrinsic dimension of Supplies-Values fit(S-V fit) adopts a monotonic model, so that turnover intention continuously decreases as supplies increase. But S-V fit for the intrinsic dimension adopts an optimal model, so that turnover intention was highest when supplies equal to values. Specially, turnover intention dramatically decreases when supplies exceed values, which is partially consistent with the monotonic model. Moreover, turnover intention was almost equally high when supplies are lower than values. This means the S-V fit for both intrinsic and extrinsic dimensions ​​has a significant effect on turnover intention, so that the decrease in turnover intention was greater when organizational supplies exceed individual's job values. In addition, organizational supplies for intrinsic and extrinsic dimensions were all not related to turnover intention. This reaffirms that organizational supplies alone could not influence the turnover intention of China's 'post-90s' generation but S-V fit could. Theoretical and managerial implications as well as future research directions were indicated.