碩 士 學 位 論 文THESIS OF MASTER DEGREE銷售人員個人-組織匹配、組織支持感論文題目： 與離職傾向關系的實證研究作 者： 指導教師： 中國人民大學碩 士 學 位 論 文銷售人員個人-組織匹配、組織支持感（中文題目） 與離職傾向關系的實證研究The relationships among person-organization fit, organizational support and turnover intention of sales people（英文題目）資 格 卡 號 ： 作 者 姓 名 ： 所 在 學 院 ： 專 業 名 稱 ： 導 師 姓 名 ： 論文主題詞： （3-5 個） 論文提交日期： 獨 創 性 聲 明本人鄭重聲明：所呈交的論文是我個人在導師指導下進行的研究工作及取得的研究成果。盡我所知，除了文中特別加以標注和致謝的地方外，論文中不包含其他人已經發表或撰寫的研究成果，也不包含為獲得中國人民大學或其他教育機構的學位或證書所使用過的材料。與我一同工作的同志對本研究所做的任何貢獻均已在論文中作了明確的說明并表示了謝意。論文作者（簽名）： 日期： 關于論文使用授權的說明本人完全了解中國人民大學有關保留、使用學位論文的規定，即：學校有權保留送交論文的復印件，允許論文被查閱和借閱；學校可以公布論文的全部或部分內容，可以采用影印、縮印或其他復制手段保存論文。論文作者（簽名）： 日期： 指導教師（簽名）： 日期： 摘 要眾所周知，在二十一世紀，人才是最寶貴的資源，人力資源一直是企業發展和壯大的最核心資源，而市場營銷的人員作為企業產值的重要和最直接創造者，他們的引入和長期保留工作一直是企業人事管理工作的核心工作。而現實中，市場營銷人員的離職比率一直非常高，特別是對于中小企業來講，市場營銷人員居高的離職率現狀，給企業的的發展和甚至于生存都帶來一定的困難。如何解決市場營銷員工的高離職率問題，一直是學術界和企業界關心和重視的問題，也產生了很多相關研究成果。企業如果想要達到應對市場變化和市場競爭的能力和靈活性，從管理角度來說，最重要的一點就是找到合適的人加入到企業中來，何為合適的人，我們認為個人性格特征、能力及價值觀與企業的要求相匹配，就是企業所需要的人，這就屬于個人與組織匹配的范疇，因此，我們可以這樣說，對于個人和組織的匹配性進行研究和應用，對豐富目前企業的管理實踐具有重要的理論重要意義和實踐價值。此外，Eisenberger 等（1986）給出了組織支持感的涵義組織支持是員工的一種感覺和看法，這種感知和看法就是指組織如何對待他們的貢獻和如何重視他們利益的總體反映。同時他們用 POS 來代表個人體會到的組織對自己的承諾，一旦員工感受到組織對自己的重視和承諾，那么他們就會非常努力的為組織做出貢獻。對于組織成員離職這個問題，Mobley 等(1978)的觀點離職的傾向、離職的念頭表明組織成員對當前組織環境或者工作情況不滿意，同時與找到其他工作的可能性之綜合體現。國內外關于離職傾向與組織支持感、個人- 組織匹配兩兩之間的關系研究比較多，也比較成熟，但是在組織支持感、個人與組織匹配和離職傾向三者之間關系的研究卻并不多。另外，大多數研究者都是對于某一個行業或者是某個特定群體所做的研究，其得出的結論相對來說比較片面，不具有普適性，另外對于個人-組織匹配與組織支持感之間的關系研究也比較缺少。基于此，本文通過對 152 名辦公家具行業的市場銷售人員進行調查問卷研究，從個人與組織的匹配性角度出發，同時考慮組織支持感的影響，對造成員工離職的原因做實證的探討和發現。本次論文試圖探尋出個人 組織匹配、員工離職傾向及組織支持感與之間的關系，另外關于組織支持感在由于個人與組織匹配性問題而造成的離職傾向中所占到的中介作用是否明顯，本論文采用軟件 SPSS19.0 對問卷數據進行分析，例如我們進行了單因素分析、方差分析、相關分析、回歸分析，經過實證的分析，我們得到了下面的結論：1、個人-組織匹配量表、組織支持感量表及離職傾向量表的信度分別是 0.78、0.938、0.878 ，信度達標，說明每個量表的內部一致性程度很好。2、組織支持感與離職傾向負向相關，相關系數為-.487。3、個人-組織匹配與離職傾向負向相關，相關系數為-.554。4、個人-組織匹配與組織支持感正向相關，相關系數.6055、組織支持感在個人-組織匹配和離職意向中起部分中介作用。個人-組織匹配與離職意向的路徑系數 c=0.435，個人-組織匹配與組織支持感的路徑系數 a=0.589，組織支持感與離職意向的路徑系數 b=-0.224，存在部分中介效應。論文在后面得出了本次研究的結論，同時也針對結論的問題給出了有針對性的改進辦法和措施。論文在通過實證分析的基礎上，根據論文所得出的研究結果，結合工作實踐，關于如何使銷售人員流失率得到控制的問題，給出了具體的改進措施及技巧。同時在論文的最后，指出了本次研究的不足和存在的局限性以及今后的研究展望。研究的局限性：1. 由于選擇的行業資源有限，所收集的調查問卷數量有限，只有 152 份有效問卷，就總體而言，樣本的數量不充足，有可能使研究結論存在偏差；2. 另外員工的離職傾向受很多因素的影響，例如員工的個性特點、上班和下班的路程遠近、家庭的條件、家里人的配合和支持情況以及員工和領導的上下級之間的關系等因素，這些都還沒能進入到研究的因素中來，導致研究的結論可能存在欠缺，需要作出更深入的分析和探討。結合研究的不足，我們可以對本研究做如下展望：（1） 在今后的實證分析研究過程中，應該增加調查研究的對象和范圍，最大努力獲得更充足的研究樣本，這樣我們才能得出更加科學和嚴肅的實證分析研究的結論。（2） 加入更多的研究變量，比如可以把上下級領導關系作為另一個中介變量進行深入探討。在目前市場經濟條件下，我們發現組織的員工關系管理問題，員工離開組織的行為不僅僅是因為員工本人與組織匹配性或者組織支持感的因素，還有一個不可忽視的重要因素就是上下級領導的關系，特別是對于 90后這個非常有個性的群體來說，刻板的、嚴厲的、專制的、命令式的上級領導無法使他們獲得工作過程中的樂趣和愉悅，甚至感覺無法發揮自己的特長和能力，其結果是，及時對企業其他方面都很滿意，但是這樣的上下級關系也會造成他們的離職；（3） 為了對員工離職傾向加深了解，在今后的研究中，建議加入員工的性格特征、上下班花費時間、家人對工作的支持力度等因素，這些因素在目前社會現實環境下員工離職理由中所占比例在不斷增加；（4） 目前隨著社會的進步和科技日新月異，我們的工作和社交、生活的方式，還有企業的運作規律和模式都同樣隨著社會的變革而不斷發生創新和改變，同樣的，做社會研究的方式、出發點和立足點也必須跟隨隨著社會的改變而不斷進行創新和改變，否則，只能是被社會淘汰的結局。關鍵詞：銷售人員，個人-組織匹配，組織支持感，離職傾向AbstractAs is known to all, the 21st century, talent is the most precious resource, human resource has been the enterprise development and expansion of core resources, and sales staff as enterprise value directly and prime creator, its has been the enterprise human resources recruitment and retention of management priority. And reality, the sales staff turnover rate has been high, specially for diminutive and medium private company, the marketer staff of high turnover rate, the serious influence to the survival and development of the enterprise. How to solve the problem of enterprise sales personnel of high turnover rate, has been the business community and academia concern and attention topic, also produced a lot of relevant research results.Organization to get both can flexible to cope with change and competition, and the organization has high loyalty of employees, one of the key is to realize the matching of individuals and organizations. Personal - organization matching theory research is of great significance to enterprises management practice and value. In addition, Eisenberger, etc (1986) first put forward the concept of perceived organizational support, they define it as: the so-called sense of organizational support refers to the employees contribution to the organization how to view them and care for the interests of a kind of perception and opinion. They said with perceived organizational support organization commitment to their employees feel, if employees feel for their care and commitment, then they will be more hard working for the organization. To the problem of departure Mobley, etc (1978) argue that turnover intention is left that job dissatisfaction, thought, looking for other work tend to find other work the integrated performance of possibility. At home and abroad for the study of perceived organizational support and turnover intention is relatively deep and mature, the study of individual - organization matching, and personal - matching, study of relationship between perceived organizational support and turnover intention is very little, and the researchers have not reached a consensus on the research conclusion. In addition, most researchers are based on an industry or a group of individuals - organization matching and its various dimensions have significant ,The negative prediction, are relatively one-sided, at the same time for individual - organization matching little study about the relationship between perceived organizational support.This article selects 152 office furniture industry sales staff as the research object, from the perspective of individual - organization matching, combined with the perceived organizational support, employee turnover factors to do empirical research and analysis. Personal - trying to find matching and perceived organizational support for the influence of employee turnover intention, and perceived organizational support in matching problem due to personal - organization mediation role of turnover intention is significant, by using SPSS19.0 software to single factor analysis of questionnaire data, analysis of variance, correlation analysis, regression analysis, through the analysis, we get the following data:(1) personal - organization matching scale, perceived organizational support scale and turnover intention scale crowns Bach alpha coefficients were 0.78, 0.938, 0.878, shows that the reliability is high, show that the scale has a good degree of internal consistency.(2) perceived organizational support and turnover intention negative correlation, the correlation coefficient for - 487.(3) personal - matching and turnover intention negative correlation, the correlation coefficient for - 554.(4) and personal - fit and organizational support are positively related, the correlation coefficient. 605(5) and perceived organizational support on personal - fit and quit intention partial intermediary role. Personal - matching and quit intention of path coefficient c = 0.435, personal - the path coefficient of organizational matching and perceived organizational support a = 0.589, perceived organizational support and turnover intention of path coefficient b = 0.224, there are some intermediary effect.Finally it is concluded that the conclusion of this study, at the same time, puts forward the corresponding improvement measures. In this paper, on the basis of empirical research, combined with the research conclusion of this paper to control the sales staff loss corresponding response and measures are put forward. At the end of this article points out the limitation of research and the prospect of further research.The limitation of the study:1. Due to limited resources, choice of industry collected questionnaire quantity is limited, only 152 valid questionnaires, overall, the number of samples is not enough, could lead to a biased research conclusion defects;2. Turnover intention is influenced by many factors, such as personality traits, commutes, family environment, family support, leadership relations between higher and lower, and so on, these are not added to the study, the imperfection of the research, remains to be further in-depth analysis.This study combined with the shortage of the research, we can do the following prospects:1. The empirical study in the future, further expanding the scope of the investigation and study, obtain more sample, so we can get more careful analysis of the empirical study conclusion, validate the rationality of the theoretical model in this paper, the conclusion and applicability.2. Add more research variables, such as the leadership relations between higher and lower as another intermediary variable for research. In the current enterprise employee relationship management, we found that in addition to the individual employee turnover - the organization fit and perceived organizational support, is another important factor to be reckoned with in the leadership, the relationship between higher and lower especially for this very individualizing group after 90, rigid, strict, authoritarian, authoritative leader cannot make them fun and pleasure in the pr