在近年来的社会发展过程中，企业竞争日益加剧。在这种环境下，拥有一支具备强大学习能力的员工团队成为了推动企业发展和壮大的关键因素。但是，在社会日益进步的今天，职工学习能力日益增强，他们是否会出现离职率较高的问题以及如何应对，这给企业的发展带来了不小的挑战。

现有研究多关注于知识型员工的离职情况，但学习型员工和知识型员有较大的差异，本文没有检索到学习型员工与离职关系的相关研究，而不少企业中的学习型员工的比例也在上升。根据这一现象，本研究将聚焦于学习型员工与离职倾向的相关性，以及背后的影响机制。

本文利用马奇－西蒙模型，选取人-岗匹配和心理安全感两条中介路径解释学习型员工对离职意愿的影响机制。在人-岗匹配方面，研究学习型员工通过人-岗匹配传导正向影响工作满意度，继而负向影响离职意愿；同时，关注学习型员工在心理安全感的传导下对工作满意度产生积极影响，进而对离职意愿产生负相关的影响。

本研究以网络问卷的方式，分两次发放及收集问卷，共收回451份有效可用问卷，并利用Mplus7建立理论模型—结构方程模型。结果发现，学习型员工的学习行为会提升员工的人-岗匹配，进而通过提高工作安全感使员工的离职意愿降低。而且学习型员工的学习行为也会提升员工的心理安全感，进而通过提高工作满意度使员工的离职意愿降低。因此，文章提出管理者应当适度关注学习型员工的人-岗匹配和心理安全感，以充分利用其灵活可及性，更大程度的提高学习型员工的留存。

In the process of social development in recent years, the competition of enterprises is increasing day by day. In this environment, having a strong team of employees with the ability to learn has become a key factor in the growth and development of an enterprise.. However, as employees' learning ability improves, whether they will have higher turnover rate and how to cope with it poses a considerable challenge to the development of enterprises.

Existing studies mostly focus on the departure of knowledge workers, but there is a big difference between learning workers and knowledge works. In this paper, no relevant studies on the relationship between learning workers and turnover were retrieved, and the proportion of learning workers in many companies is rising. Based on this phenomenon, this study will focus on the correlation between learning workers and the propensity to leave, and the influence mechanism behind it.

In this paper, we use the March and Simon model to combine the learning workers and job satisfaction into the same model from the perspective of employees' turnover intention. In this study, two mediating paths, person-job fit and psychological security, are selected to explain the influence mechanism of learning workers on the turnover intention. In terms of person-job fit, the study investigates the positive impact of learning workers on job satisfaction under the transmission of person-job fit, which in turn has a negative impact on the turnover intention; in addition, from the perspective of job satisfaction, psychological security is also introduced as a mediating variable to focus on the positive impact of learning workers on job satisfaction under the transmission of psychological security, which in turn has a negative impact on the turnover intention.

In this study, the questionnaires were distributed and collected in two sessions by means of online questionnaires, and a total of 451 valid and usable questionnaires were collected, and the theoretical model was analyzed by using Mplus7 for structural equation modeling. It was found that the learning behavior of learning workers enhances the person-job fit of employees, which in turn makes employees less willing to leave their jobs by increasing job security. Moreover, learning behavior of learning workers also enhances employees' psychological security, which in turn reduces employees' turnover intention by improving job security. Therefore, the article suggests that managers should pay moderate attention to the person-job fit and psychological security of learning workers in order to make full use of their flexibility and accessibility and improve the retention of learning workers to a greater extent.