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知识经济时代中企业员工要保持持续的职场竞争力有赖于其可雇佣性的提升,然而可雇佣性的提升又有可能促发员工流动性的增强。以两维观视角及程序公平理论来进一步梳理员工可雇佣性与其离职意向间的关系可见:员工在组织内部感知到的可雇佣性的提升能够缓冲其由外部可雇佣性带来的高离职意向;在高内部可雇佣性的情况下,组织中的程序公平反倒会进一步激化由外部可雇佣性带来的高离职意向,在低内部可雇佣性的情况下,组织中的程序公平才能缓冲由外部可雇佣性带来的高离职意向。
In the era of knowledge-based economy, employees in the enterprise need to maintain their competitiveness in the workplace due to the increase of employability. However, the increase of employability may further increase the mobility of employees. A closer look at the relationship between employee employability and intention to leave on the basis of two-dimensional viewing angle and procedural fairness shows that an increase in employability perceived by employees within the organization can cushion their high intention to leave due to externally available employability ; In the case of high internal employability, procedural fairness in the organization would further aggravate the high intention of leaving due to externally available employability, and in the case of low internal employability, the procedural fairness in the organization would cushion High turnover intention from external employability.