Making Generation Y employees want to stick to their jobs: the roles of individualized consideration transformational leadership, occupational self-efficacy, and personal growth initiative

IF 1.6 Q2 Business, Management and Accounting Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2022-09-01 DOI:10.1108/ebhrm-07-2021-0148
Parul Malik, P. Malik
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引用次数: 1

Abstract

PurposeBased on the self-determination and affective events theories, the current research examined the mediating role of occupational self-efficacy (OSE) between individualized consideration transformational leadership (ICTL) and affective commitment relationship. Furthermore, this study tests the moderating role of personal growth initiative on the relationship between ICTL and OSE.Design/methodology/approachTo examine the relationship, the authors carried out a time-lagged study spanning over four months for analyzing the indirect effect of ICTL on affective commitment via OSE among 382 Generation Y employees working in Indian IT (information technology) organizations. Results were analyzed using Process macro.FindingsThe study results revealed that OSE significantly mediated the relationship between ICTL and affective commitment. It was also established that the positive relationship between ICTL and OSE was stronger among employees who perceived higher levels of personal growth initiative.Practical implicationsThe findings carry substantial implications for researchers and organizational practitioners. Indeed, the results indicate that human resource management practitioners are required to nurture an ICTL approach for boosting employees' affective commitment levels.Originality/valueThe study proposed a model focusing on the role of ICTL in enhancing employees' OSE and affective commitment. Also, the study contributes to existent research by demonstrating the role of personal growth initiative in understanding the relationship between ICTL and OSE. Moreover, this study provides theoretical and practical implications.
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使Y一代员工愿意坚持自己的工作:个性化考虑、变革型领导、职业自我效能和个人成长主动性的作用
目的基于自我决定和情感事件理论,研究职业自我效能感在个体化考虑变革型领导(ICTL)和情感承诺关系之间的中介作用。此外,本研究还检验了个人成长主动性对ICTL与OSE关系的调节作用,作者进行了一项历时四个多月的时间滞后研究,分析了在印度IT(信息技术)组织工作的382名Y世代员工中,ICTL通过OSE对情感承诺的间接影响。使用Process宏分析结果。研究结果表明,OSE显著介导了ICTL与情感承诺之间的关系。研究还表明,ICTL和OSE之间的积极关系在感知到更高水平个人成长主动性的员工中更强。实际意义研究结果对研究人员和组织从业者具有重大意义。事实上,研究结果表明,人力资源管理从业者需要培养一种ICTL方法来提高员工的情感承诺水平。独创性/价值该研究提出了一个模型,重点关注ICTL在提高员工OSE和情感承诺方面的作用。此外,本研究通过证明个人成长主动性在理解ICTL和OSE之间关系方面的作用,为现有研究做出了贡献。此外,本研究还提供了理论和实践启示。
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来源期刊
CiteScore
2.70
自引率
6.20%
发文量
39
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