This study is to investigate the effect of Role-conflict and Person-Supervisor fit of Freshman on Turnover intention.
The data had been gathered from the survey given to Freshman working in small and medium-sized businesses and enterprise of middle standing in Busan and Gyeong-nam. In this study, I designed a modeling considered Role-conflict, which had been the main research project of organizational turnover in the recent years and Person-supervisor fit, which had been the main research project of organizational performance in the recent years as independent variable, Turnover intention as a dependant variable, and Perceived organizational support which means consideration and support to Freshman from organization as a moderator variable.
According to the empirical analysis of this study, First, One of the Role-conflict, Role-excessive showed a significant positive correction by the results of analysis on the effect of turnover intention. The results showed that the members who has much Role-conflict or percepts much more Role-conflict compared others, will show higher Turnover intention.
Second, the empirical analysis of this study showed that One of the Role-conflict, Role-ambiguity and Turnover intention had a significant positive correlation.
Third, Person-supervisor fit showed a significant negative correction by the results of analysis on the effect of turnover intention. The results showed that the members who has much Person-supervisor fit or percepts much more Person-supervisor fit compared others, will show lower Turnover intention.
Fourth, on whether the Perceived organizational support can moderate Role-conflict on Turnover intention, the results showed that Perceived organizational support have a moderating effect between Role-conflict(Role-excessive, Role-ambiguity) and Turnover intention.
Fifth, on whether the Perceived organizational support can moderate Person-supervisor fit on Turnover intention, the results showed that Perceived organizational support have a moderating effect between Person-supervisor fit and Turnover intention.
At last, theoretical and practical implication and the direction of future are suggested based on the results from empirical analysis in this study.

Key words: Role-conflict, Person-supervisor fit, Turnover intention, Perceived organizational support