本文在回顾以往学者研究的基础上，构建了员工参与对离职倾向影响的理论
框架，包括员工参与、组织承诺和离职倾向三个变量，主要探究中国情境下员工
参与和离职倾向的关系，并验证组织承诺的中介效应。员工参与主要包括认同、
授权、能力发展、公平报酬和信息分享五个维度，组织承诺包括情感承诺、规范
承诺和持续承诺三个维度，离职倾向单独作为一个维度。
本文主要以在职员工为研究对象，采用实地访问和问卷发放相结合的方式展
开调研，根据回收数据进行分析，结果表明：员工参与的各个维度与离职倾向负
相关，员工参与的各个维度与组织承诺正相关，组织承诺的各个维度与离职倾向
负相关，同时，组织承诺作为中介变量，在员工参与和离职倾向之间起着显著的
中介效应。最后，基于实证分析结论，结合企业的实际情况提出留住人才的建议：
制定不同的员工参与政策；营造良好的组织氛围，增强员工的组织承诺。
关键词：员工参与；组织承诺；离职倾向
II
Abstract
Talent is crucial to enterprise development, while frequent employee turnover has
caused inestimable impact on enterprises in the 21
st
century. Reducing employee's
turnover intention and retaining talents are common goals of enterprise and academia.
Based on this situation, therefore, it has quiet theoretical and practical significances in
China to explore the influence path of employee involvement on employee turnover
intention and to propose suggestions from the aspect of organizational commitment.
Based on the previous study, the theoretical framework of employee
involvement’s influence on turnover intention, which includes employee involvement,
organizational commitment and turnover intention three variables, has been
constructed in this study. Also, the relation between employee involvement and
turnover intention in China and the mediating effect of organizational commitment
have been researched. Employee involvement dimensions mainly include identity,
authorization, ability development, fair return and information share; organizational
commitment dimensions include emotional commitment, normative commitment and
continuance commitment, and turnover intention is used as a dimension alone.
In this study, current employees are taken as research objects and the
investigation is processed by combing field visits and questionnaires. The data analysis
results show that all employee involvement dimensions negatively correlated with
turnover intention, but positively correlated with organizational commitment; all
organizational commitment dimensions negatively correlated with turnover intention;
as an intervening variable, organizational commitment also plays a significant
mediating effect between employee involvement and turnover intention. Finally,
according to the empirical results and actual situations, the suggestions to retain talents
include making different employee involvement policies, creating a good organization
atmosphere and enhancing organizational commitment for employees.
Keywords: employee involvement, organizational commitment, turnover intention
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