1986年改革开放后，越南的经济增长迅猛，越来越多的中小企业开始崛起，其数量 已经远远超过了越南国有企业的数量。这些越南中小企业在促进国家财政收入和创造国 内就业机会的同时，也正面临人才匮乏和技术落后的挑战。近年来，越来越多的越南中 小企业开始意识到这一问题的严重性，并开始针对员工的离职率进行深入研究，聚焦吸 引和留住人才、促进员工归属感与满意度提升，提出了一系列的改进策略，并通过实践 不断优化人力资源管理的手段。在过去的研究中，人力资源管理专家和学者大多专注于 关注员工对组织的承诺与忠诚度，却忽视了组织对员工的支持和承诺。笔者着重考察了 个人-组织匹配、组织支持感和离职倾向三者之间的关系，并对国外优秀的人力资源管 理经验进行了学习和借鉴，以期为降低员工离职倾向、提升组织向心力，提供具有指导 意义的建议。 该研究通过考察个人-组织匹配和组织支持感对离职倾向的显著性，以此探究影响 越南中小企业员工离职的主要因素。本文首先对个人-组织匹配、组织支持感和离职倾 向的概念及测量等进行了文献综述，其次分析了越南中小企业的发展现状、特点和员工 离职率情况，探索越南中小企业内个人-组织匹配、组织支持感及离职倾向三者的动态 变化间是否有内在联系。最后据此提出了提高员工与企业匹配度、建立有效的员工激励 机制、做好员工关怀提升忠诚度、畅通企业的有效沟通渠道、常态化培训促进员工认同、 加强文化建设形成凝聚力等管理建议。 本文基于人-组织匹配理论的观点，分析了越南中小企业人力资源管理中员工与企 业间的相互作用、组织给员工带来的主观支持感受等方面对员工离职倾向的影响，主要 有以下四个方面的结论：（1）通过对被试人口统计学变量的分析，得出性别、婚姻状况 两项对员工个人-组织匹配、组织支持感及离职倾向的影响没有差异。年龄、任职时间 对员工个人-组织匹配、组织支持感及离职倾向的影响存在显著差异。（2）越南中小企 业的个人-组织匹配对组织支持感存在显著的正向作用。从因子维度上看，个人组织匹 配与组织支持感中的利益性支持、价值性支持具有很强的相关性，组织支持感与个人组 织匹配中的需求-供给匹配具有很强的相关性。（3）越南中小企业的个人-组织匹配对离 职倾向存在显著负向作用。从因子维度上看，离职倾向与个人-组织匹配中的价值观匹 配、需求-供给匹配相关性较强。（4）越南中小企业的组织支持感对离职倾向存在显著 负向作用。从因子维度上看，离职倾向与组织支持感中的情感性支持、价值性支持相关 性较强。 关键词：越南中小企业，人力资源管理，个人-组织匹配，组织支持感，离职倾向 II RESEARCH ON PERCEIVED ORGANIZATIONAL SUPPORT AND TURNOVER TENDENCY FROM INTERGRATING INDIVIDUAL AND ORGANIZATIONAL PERSPECTIVES - A CASE STUDY OF VIETNAMESE SMALL AND MEDIUM ENTERPRISES ABSTRACT Since Vietnam's reform and opening up in 1986, the economy has grown rapidly and the number of small and medium-sized enterprises has also increased. In recent years, more and more Vietnamese SMEs have begun to analyze the reasons for the movement of personnel, improve human resource management methods, and formulate a series of strategies to attract and retain talents in order to promote better and faster development of enterprises. In past research, human resource management experts and scholars mostly focused on the commitment, but ignored the organization's support and commitment to employees. The author focuses on examining the relationship between individual-organization matching, and learns and draws on foreign excellent human resource management experience, improving organizational concentricity, and providing Guiding recommendations. This article first reviews the three concepts of individual-organization matching, organizational support, and related research at home and abroad. Under the premise of understanding the general situation of SMEs in Vietnam and the human resources situation. Then, an anonymous questionnaire was used to survey Vietnamese SME employees and use empirical research as a means to understand the current status of individual-organization matching, organizational support, and turnover intentions in Vietnamese SMEs, and explore whether the three dynamic changes are among There is an internal connection. Finally, it puts forward effective methods to promote personal-organizational matching and increase the sense of organizational support of Vietnamese SMEs, and refine opinions and suggestions to effectively reduce the turnover tendency of employees. Based on the perspective of the person-organization matching theory, this article analyzes the impact of employee-enterprise interaction and the subjective support feelings that the organization brings to employees on employee turnover tendencies in Vietnam. Cross-cultural universal research in the fields of organizational matching, organizational support, and employee turnover intentions. Through the empirical research on the employees of small and medium-sized enterprises in Vietnam, there are four main conclusions: (1) III Through analysis of the demographic variables of the participants, two factors, namely, gender and marital status, are matched to the employees' individual-organization matching and organizational support There was no difference in the effects of perception and turnover intention. Participants at different ages and working hours had significant differences. (2) Individual-organization matching has positive effect on organizational support. Personal organization matching is strongly correlated with the benefit support and value support in the sense of organizational support, and organizational support is strongly related to the demand-supply matching in the personal organization matching. (3) Individual-organization matching has a significant negative effect on turnover intention. From a factor perspective, turnover intention is correlated with value matching and demand-supply matching in individual-organization matching. (4) The sense of organizational support has a significant negative effect on turnover intentions. From a factor perspective, turnover intention is correlated with emotional support and value support in organizational support. KEY WORD: Vietnamese SMEs , Human Resource Management, Personal-Organizational Matching, Organizational Support, Turnover Tendency IV 目录 摘要 .................................................................... I ABSTRACT ................................................................ II 目录 .................................................................... IV 一、 绪论 ................................................................ 6 （一） 研究背影 ........................................................ 6 （二） 研究意义 ........................................................ 7 （三） 研究目的 ........................................................ 7 （四） 研究内容 ........................................................ 7 （五） 研究方法 ........................................................ 8 二、 文献综述 ............................................................ 9 （一） 个人-组织匹配及相关研究 ......................................... 9 1. 个人-组织匹配的概念 ............................................... 9 2. 个人-组织匹配的测量 ............................................... 9 3. 个人-组织匹配对员工行为的影响 .................................... 10 （二） 组织支持感及相关研究 ........................................... 10 1. 组织支持感的概念 ................................................. 10 2. 组织支持感的测量 ................................................. 10 3. 组织支持感的前因与结果变量 ....................................... 11 （三） 离职倾向及相关研究 ............................................. 11 1. 离职倾向的概念 ................................................... 11 2. 离职倾向的测量 ................................................... 12 3. 离职倾向能预测离职行为 ........................................... 12 （四） 文献综评 ....................................................... 13 三、 关于越南中小企业员工的离职现状 ..................................... 14 （一） 越南中小企业的发展现状 ......................................... 14 （二） 越南中小企业的特点 ............................................. 15 （三） 越南中小企业员工的离职率 ....................................... 15 （四） 员工离职对越南中小企业的影响 ................................... 16 1. 促进企业内部新陈代谢 ................