中文摘要：

以中部地区900名企业员工为调查对象,验证了个人—组织价值观匹配、能力匹配对员工离职倾向的影响模型。运用SPSS11.5对收集的747份有效问卷进行层级回归分析,结果显示：（1）目前中部地区企业员工的能力匹配水平要高于价值观匹配水平;（2）价值观匹配、能力匹配均对中部地区企业员工的离职倾向有显著的负向作用,并且价值观匹配的作用效果要强于能力匹配;（3）价值观匹配和能力匹配在影响离职倾向时存在增强型交互作用。最后,对研究的理论和实践意义做了探讨。

英文摘要：

Base on the sample of 900 employees from over 20 organizations in central China,this paper has explored the impact of person-organization value fit and demand-ability fit on turnover intention.Using SPSS 11.5 on 747 available questionnaires,it is found that（1） the level of demand-ability fit was higher than person-value fit;（2） both person-value fit and demand-ability fit had significant effect on turnover intention,and the effect of person-value fit was even bigger;（3） person-value fit demonstrated a two-way interaction with demand-ability fit when predicted employees＇ turnover intention.The primary theoretical and practical contribution of this study is also mentioned.