The Ties that Bind: Social Networks, Person-Organization Value Fit, and Turnover Intention
研究公共和非营利部门员工的社会网络及价值观契合对离职意向的影响，发现内部网络强关系促进留任，外部网络影响较弱，价值观契合增强长期承诺。
This article examines the influence of social networks and value congruence on turnover intention among public and nonprofit employees. We argue that employees exist in social networks inside and outside their organization, and these networks shape employee attitudes and behavior. To illustrate this theory, we use turnover intention. A strong and positive intraorganizational social network characterized by good relations with and a sense of obligation toward other staff is hypothesized to make it more likely that employees will stay. A strong social network external to the organization is hypothesized to increase the opportunities that employees have to leave. Our findings offer strong support for the role of intraorganizational networks, but relatively weak support for the effect of external networks. We also propose that person-organization (P-O) fit shape turnover intention. Our results suggest that employees who experience a strong P-O fit in terms of value congruence are more likely to offer a long-term commitment.