中文摘要：

本文以华中及华南地区22家企业的1000名企业员工为调查对象，验证了中国转型经济背景下个人一组织契合对员工离职意愿的影响模型。文章运用SPSS11．5对收集的839份有效问卷进行层级回归及分组回归分析，结果显示：（1）在中国现实和文化背景下，个人一组织契合对员工离职意愿有显著的负向作用；（2）在国有、民营和外资企业中，个人一组织契合对员工离职意愿的影响存在显著差异；（3）个人一组织契合对企业中高层管理者以及一般员工离职意愿的影响也存在显著差异。

英文摘要：

Person-organization Fit （P-O Fit） has become an increasingly important aspect of the employment relationship. Previous research has indicated that perceptions of P-O Fit are strongly related to employees＇ intent to quit. This study explores the relationship between P-O Fit and employees＇ intent to quit in the context of Chinese culture and the transition of the Chinese economy. After summarizing the relevant literature, enterprises＇ ownership and employees＇ position are considered as moderators. A questionnaire including a perceived P-O Fit scale and an intent-to-quit scale is employed as a data collection tool in this study. A total of 839 samples are collected from 22 Chinese organizations. Hierarchical regres- sion and group regression are used to confirm the research hypoth- esis. The results indicate that （1） Perceived P-O Fit has a negative effect on intent to quit; （2） Enterprises＇ ownership moderates the relationship between P-O Fit and intent to quit; （3） Employees＇ position also moderates the relationship between P-O Fit and intent to quit. The primary theoretical and practical contribution of this study is that P-O Fit is proved to have a significant impact on employees＇ intent to quit in the context of Chinese culture. This suggests that improvement in organization value systems, payment systems and training systems to achieve good Fit is a practical way to increase productivity. The second contribution is that the study clarifies that in different type of enterprises, employees have different aspira- tions of good Fit. Thus, different types of enterprises should adopt different human resource strategies. The third contribution is that P-O Fit has different effects on managers＇ and common employees＇ intentions to quit. Therefore, different strategies should be taken to promote different employees＇ work attitudes.