中文摘要：

组织职业生涯管理在人力资源管理中的价值已经受到理论研究者和管理实践者的重视,但其与员工离职意向的关系还有待进一步研究。通过对133名企业员工的问卷调查,考量了员工感知到的组织职业生涯管理对员工离职意向的影响,并检验情感承诺在其中的中介作用。研究结果发现：员工感知到的组织职业生涯管理的各维度对离职意向具有显著的负向影响;除注重培训这一维度外,组织职业生涯管理的其他维度对情感承诺都存在显著的正向影响;情感承诺在晋升公平与离职意向之间起着完全中介作用,在员工自我认识及职业信息沟通与离职意向之间都起着部分中介作用。研究结论对于提高员工对组织的忠诚度及降低企业人才流失的风险具有借鉴意义。

英文摘要：

The value of organizational career management in human resource management has been brought to the attention of theory researchers and management practitioners,but its relationship with the employee turnover intention remains to be further studied.A survey was conducted through a questionnaire among 133 employees.Their perception of the influence of organizational career management on employee turnover intention was examined and the intermediary role of emotional commitment was investigated.The result shows that the perceived influence of organizational career management on turnover intention is significantly negative in every dimension;except the emphasis on training,the other aspects of organizational career management are perceived to have significant positive influence on emotional commitment.Emotional commitment plays an intermediary role between fair promotion and turnover intention and a partial intermediary role between self-knowledge and professional information communication and turnover intention.The result of this research helps enhance employee loyalty to the organization and reduce the risk of drainage of talents.