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Making Generation Y employees want to stick to their jobs: the roles of individualized consideration transformational leadership, occupational self-efficacy, and personal growth initiative 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
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-09-01 DOI: 10.1108/ebhrm-07-2021-0148
Parul Malik, P. Malik
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.
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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引用次数: 1
Stay positive: studying the change patterns in academics' job and life satisfaction during the Covid-19 pandemic through growth curve modeling 积极向上:通过增长曲线建模,研究新冠肺炎疫情期间学者工作和生活满意度的变化规律
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-08-31 DOI: 10.1108/ebhrm-09-2021-0207
Majid Ghasemy, Lena Frömbling
PurposeDuring the Covid-19 outbreak, universities around the globe were closed or went online due to lockdowns implemented to curb the pandemic's spread. This study aims to examine the changes in Malaysian academics' job and life satisfaction during a testing four-month period, from the beginning of the first Covid-19 lockdown until two months after it ended. It also assesses the impact of affective states and age group on these two constructs.Design/methodology/approachIn this longitudinal study, the authors collected data from 220 academics in Malaysia at three time points in 2020, namely the beginning of the lockdown (April), the end of the lockdown (June) and two months after the lockdown (August). The authors applied multivariate latent growth curve (LGC) modeling to study changes in job satisfaction and life satisfaction. In addition, we added age group, as a time-invariant covariate, as well as positive and negative affect, as two time-varying covariates, to our LGC model. The authors estimated the LGC model using the EQS 6.4 statistical package.FindingsThe results show that both job and life satisfaction were stable over time, although their means were below the average. Positive affect was a significant predictor of both types of satisfaction, and age group was a significant predictor of job satisfaction.Practical implicationsThe main implication the authors draw from this study is connected to job and life satisfaction's mean values being below average. In line with the affective events theory (AET), the authors recommend paying particular attention to work environment features, such as providing sufficient infrastructure for employees working from home and keeping social relations intact. Especially young academics should receive sufficient support.Originality/valueThe study is one of a limited number that examined longitudinal effects during the Covid-19 pandemic in the domains of human resource management and organizational behavior. Hence, this study expands our knowledge of employees' affect and attitudes during an unprecedented global health crisis, particularly in the under-researched area of the Malaysian higher education sector.
目的在新冠肺炎疫情期间,由于为遏制疫情传播而实施的封锁措施,全球各地的大学都关闭或上网。这项研究旨在研究在为期四个月的测试期间,从第一次Covid-19封锁开始到结束两个月后,马来西亚学者的工作和生活满意度的变化。它还评估了情感状态和年龄组对这两个构念的影响。在这项纵向研究中,作者收集了2020年马来西亚220名学者在三个时间点的数据,即封城开始(4月)、封城结束(6月)和封城后两个月(8月)。运用多元潜在成长曲线(LGC)模型研究工作满意度和生活满意度的变化。此外,我们在LGC模型中增加了年龄组作为时不变协变量,以及积极和消极影响作为两个时变协变量。作者使用EQS 6.4统计软件包对LGC模型进行了估计。调查结果显示,工作满意度和生活满意度随着时间的推移是稳定的,尽管它们的平均值低于平均水平。积极情绪是两种满意度的显著预测因子,年龄是工作满意度的显著预测因子。实际意义作者从这项研究中得出的主要含义是与工作和生活满意度的平均值低于平均水平有关。根据情感事件理论(AET),作者建议特别注意工作环境的特征,例如为在家工作的员工提供足够的基础设施,并保持社会关系的完整。特别是青年学者应该得到足够的支持。该研究是少数几项研究之一,旨在调查Covid-19大流行期间对人力资源管理和组织行为领域的纵向影响。因此,这项研究扩大了我们对员工在前所未有的全球健康危机中的影响和态度的了解,特别是在马来西亚高等教育部门研究不足的领域。
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引用次数: 3
Person-environment fit, organizational commitment and retirement intentions: a serial mediation model 人-环境适应、组织承诺和退休意愿:一个系列中介模型
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-08-29 DOI: 10.1108/ebhrm-11-2021-0234
Khaled Lahlouh, Aicha Oumessaoud, Moustafa Abdelmotaleb
PurposeThe aim of this study is to investigate the effect of person–environment (P–E) fit, specifically person–organization (P–O) fit, on retirement intentions through a serial mediation mechanism mobilizing person–job (P–J) fit and affective organizational commitment as mediators.Design/methodology/approachThe relationships were examined using the Hayes (2013) serial mediation model. A time-lag approach was adopted, with data collected from managers aged 50 and over working in the French banking sector (N = 204).FindingsThe empirical results show that the P–O fit is both directly and indirectly related to retirement intentions through P–J fit and affective organizational commitment. Nevertheless, the study’s findings show the explanatory power of the authors’ antecedents to predict the two types of retirement considered in this study.Originality/valueBy considering retirement in its plurality this study extends prior research models by examining the mechanisms through which P–O fit influences different retirement intentions.
目的本研究的目的是通过调动人-工作(P–J)适合度和情感组织承诺作为中介的一系列中介机制,研究人-环境(P–E)适合度,特别是人-组织(P–O)适合度对退休意愿的影响。设计/方法/方法使用Hayes(2013)系列中介模型对关系进行了检验。采用时滞方法,从法国银行业50岁及以上的经理那里收集数据(N=204)。实证结果表明,P–O拟合通过P–J拟合和情感组织承诺与退休意愿直接和间接相关。然而,该研究的发现表明,作者的前因对本研究中考虑的两种退休类型具有解释力。独创性/价值通过考虑退休的多样性,本研究通过检验P–O拟合影响不同退休意愿的机制,扩展了先前的研究模型。
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引用次数: 0
How social self-efficacy and emotional self-efficacy moderate the relationship between occupational stress and knowledge hiding in Brazilian software industry 社会自我效能和情感自我效能如何调节巴西软件行业职业压力与知识隐藏的关系
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-08-24 DOI: 10.1108/ebhrm-03-2021-0040
Cherine Jneid
PurposeSoftware industry, one of the most knowledge-intensive industries, in Brazil has increased opportunities of evolution. Its competitive advantage relies on the efficiency of the organizational knowledge management, but the knowledge hiding, its antecedents and moderators are still understudied. This study seeks to identify a new antecedent to knowledge hiding, such the occupational stress.Design/methodology/approachThe author focused on the moderating effect of social self-efficacy and emotional self-efficacy in the relationship between occupational stress and knowledge hiding in software industry in Brazil. The author collected data from 189 software industry Brazilian employees in 30 firms using a time-lagged research design.FindingsThis study demonstrated that employees with high levels of social self-efficacy (SSE) and emotional self-efficacy (ESE) or both have more tendency to engage on knowledge hiding behavior comparing to their colleagues with low SSE and ESE. This study showed that SSE and ESE related positively to rationalized hiding, evasive hiding and playing dumb.Originality/valueThe author’s main contribution relies on the finding related to the joint role of social self-efficacy and emotional self-efficacy on engaging employees under occupational stress conditions in knowledge hiding behaviors.
目的软件行业是巴西知识密集度最高的行业之一,它增加了发展的机会。其竞争优势依赖于组织知识管理的效率,但对知识隐藏及其前因和调节因素的研究仍然不足。本研究试图找出知识隐藏的一个新的前因,如职业压力。设计/方法论/方法研究了社会自我效能感和情绪自我效能感在巴西软件行业职业压力与知识隐藏关系中的调节作用。作者采用时滞研究设计,从30家公司的189名软件行业巴西员工中收集了数据。发现这项研究表明,与社会自我效能感和情绪自我效能感较低的同事相比,具有较高社会自我效能(SSE)和情感自我效能感(ESE)或两者兼有的员工更倾向于进行知识隐藏行为。本研究表明,SSE和ESE与合理化隐藏、回避隐藏和装聋作哑呈正相关。原创性/价值作者的主要贡献依赖于社会自我效能感和情绪自我效能感在职业压力条件下促使员工参与知识隐藏行为中的共同作用。
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引用次数: 0
The role of organizational justice and job satisfaction in mitigating turnover intention of emotionally exhausted employees: evidence from Vietnam 组织公平和工作满意度在减轻情绪疲惫员工离职意向中的作用:来自越南的证据
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-08-23 DOI: 10.1108/ebhrm-06-2021-0115
P. Nguyen, N. P. Nguyen, Lam D. Nguyen, Thu Ha Le
PurposeThis study examines employee emotional exhaustion and turnover intention as the consequences of problematic customer behaviors and tests the role of perceived organizational justice and job satisfaction in mitigating these consequences.Design/methodology/approachA four-hypothesis model was tested using partial least squares structural equation modeling (PLS-SEM) based on a two-phase survey of 369 frontline services employees in Vietnam with a three-month time lag.FindingsThe study shows that abusive and unreasonably demanding customer behaviors have positive effects on emotional exhaustion, which, in turn, reduces job satisfaction and, subsequently, turnover intention. It also reveals that organizational justice mechanisms attenuate the positive association between emotional exhaustion and turnover intention. Job satisfaction indirectly mitigated the turnover intention of emotionally exhausted employees who had to deal with problematic customer behaviors, especially in the service sector in Vietnam, an emerging market.Originality/valueBuilding upon the social exchange theory (SET) and the conservation of resources theory (COR), this study extended the research on organizational justice with respect to emotional exhaustion in the customer service sector that received less attention previously. Rather than merely focusing on the interpersonal factors (e.g. respect and sensitivity) as organizational support does, organizational justice encompasses employees' perception of fairness of outcome and the whole process in an organization to reach decisions.
目的本研究考察了员工情绪衰竭和离职意向作为问题客户行为的后果,并测试了感知的组织公平和工作满意度在减轻这些后果中的作用。设计/方法/方法基于对越南369名一线服务员工的两阶段调查,使用偏最小二乘结构方程建模(PLS-SEM)对四假设模型进行了测试,时间滞后三个月。研究结果表明,虐待和无理要求的客户行为对情绪衰竭有积极影响,情绪衰竭反过来会降低工作满意度,进而降低离职意愿。研究还表明,组织正义机制削弱了情绪衰竭与离职意向之间的正相关关系。工作满意度间接降低了情绪疲惫的员工的离职意愿,这些员工不得不处理有问题的客户行为,尤其是在越南这个新兴市场的服务业。独创性/价值本研究在社会交换理论(SET)和资源保护理论(COR)的基础上,扩展了以前较少关注的客户服务部门关于情绪衰竭的组织正义的研究。组织公正不仅仅像组织支持那样关注人际因素(如尊重和敏感性),而是包括员工对结果公平性的感知以及组织决策的整个过程。
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引用次数: 0
Linking empowering leadership with workplace proactivity: the mediating role of psychological safety and knowledge sharing 将赋权领导与工作场所主动性联系起来:心理安全和知识共享的中介作用
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-08-19 DOI: 10.1108/ebhrm-07-2021-0140
Ashutosh Kumar Singh
PurposeThis study aims to explore the association between empowering leadership and workplace proactivity.Design/methodology/approachThe data have been collected through questionnaires from both the medical and non-medical staff members working in four National Accreditation Board for Hospitals & Healthcare (NABH)–accredited private hospitals in India. Confirmatory factor analysis has employed test reliability and validity and PROCESS MACRO (model 6) to test the proposed serial mediation model.FindingsThe results support the proposed hypotheses of the serial mediation model. Additionally, the authors have also found that psychological safety is a strong mediating variable than knowledge sharing between empowering leadership and workplace proactivity.Research limitations/implicationsThe findings should be interpreted by considering the cross-sectional research design and self-reported measures.Practical implicationsAn organization can use the findings to promote employee proactivity at the workplace.Originality/valueThe study makes an attempt to explore the underdeveloped relationship between empowering leadership and workplace proactivity in the context of Indian NABH-accredited hospitals based on the self-determination theory.
目的本研究旨在探讨授权领导与工作积极性之间的关系。设计/方法/方法数据是通过问卷调查从四家印度国家医院和医疗保健认证委员会(NABH)认证的私立医院的医疗和非医疗工作人员那里收集的。验证性因素分析采用测试信度和有效性以及PROCESS MACRO(模型6)来测试所提出的串行中介模型。结果支持了串行中介模型的假设。此外,作者还发现,在授权领导和工作场所积极性之间,心理安全是一个强大的中介变量,而不是知识共享。研究局限性/含义应通过考虑横断面研究设计和自我报告的措施来解释研究结果。实际含义组织可以利用这些发现来促进员工在工作场所的积极性。独创性/价值本研究试图基于自决理论,在印度国家医疗服务体系认证的医院背景下,探讨授权领导与工作场所主动性之间不发达的关系。
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引用次数: 3
Unravelling the role of organizational commitment and work engagement in the relationship between self-leadership and employee creativity 揭示组织承诺和工作投入在自我领导和员工创造力关系中的作用
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-08-09 DOI: 10.1108/ebhrm-08-2021-0164
K. Jnaneswar, G. Ranjit
PurposeThe purpose of this study is to examine the serial mediating mechanism between self-leadership and employee creativity through organizational commitment and work engagement. Drawing on the self-determination theory and broaden and build theory, this study investigates the indirect effect of self-leadership on employee creativity through organizational commitment and work engagement.Design/methodology/approachThe relationships were investigated using PROCESS macro for SPSS. Data were collected from 324 employees working in the Indian automobile industry. Structural equation modelling was used to evaluate the model fit of the measurement model.FindingsThe results of the study revealed that self-leadership impacts employee creativity. Further, the findings showed that both organizational commitment and work engagement individually mediate the relationship between self-leadership and employee creativity. The key finding of this research was the partial serial mediation of organizational commitment and work engagement in the relationship between self-leadership and employee creativity.Originality/valueThis is one of the primary studies that examined the serial mediating effect of organizational commitment and work engagement in the relationship between self-leadership and employee creativity. This study contributes to the existing literature on self-leadership and employee creativity by evincing the mediating mechanism of organizational commitment and work engagement.
目的本研究旨在通过组织承诺和工作投入来检验自我领导与员工创造力之间的一系列中介机制。本研究借鉴自决理论和拓展与构建理论,通过组织承诺和工作投入,考察了自我领导对员工创造力的间接影响。设计/方法/方法使用SPSS的PROCESS宏来调查这些关系。数据来自印度汽车行业的324名员工。使用结构方程建模来评估测量模型的模型拟合度。研究结果表明,自我领导会影响员工的创造力。此外,研究结果表明,组织承诺和工作投入都单独调节了自我领导和员工创造力之间的关系。本研究的关键发现是组织承诺和工作投入在自我领导和员工创造力之间的部分串联中介作用。独创性/价值这是检验组织承诺和工作投入在自我领导和员工创造力关系中的一系列中介作用的主要研究之一。本研究通过揭示组织承诺和工作投入的中介机制,为现有关于自我领导和员工创造力的文献做出了贡献。
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引用次数: 4
Finding one's own way: how newcomers who differ stay well 找到自己的路:不同的新人如何保持良好
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-08-04 DOI: 10.1108/ebhrm-06-2022-0153
J. Chen, H. Cooper–Thomas
PurposeBeing different from others can be stressful, and this may be especially salient for newcomers during organizational socialization when they may be expected to fit in. Thus, drawing on conservation of resources theory, the authors examine the effects of newcomers' individual differentiation on their subsequent emotional exhaustion.Design/methodology/approachThe authors test a multiple mediation model with data from 161 UK graduates collected at three times using structural equation modeling.FindingsThe results largely support the hypotheses, identifying individual differentiation as a motivational resource associated with the proactive behavior of changing work procedures. In turn, changing work procedures links with the personal resource of positive affect, which facilitates the relational resource of social acceptance and predicts lower emotional exhaustion. Individual differentiation predicts lower social acceptance also, but not via monitoring as anticipated.Originality/valueThe results provide novel insights into the effects of individual differentiation on emotional exhaustion in the context of organizational socialization. The study highlights that, while newcomers high in individual differentiation face depletion of the relational resource of social acceptance, they can still adjust well and avoid emotional exhaustion through changing work procedures to foster positive affect.
目的与他人不同可能会带来压力,这对组织社会化过程中的新人来说尤其突出,因为他们可能会融入其中。因此,作者利用资源守恒理论,研究了新人的个体差异对他们随后情绪衰竭的影响。设计/方法论/方法作者使用结构方程模型对161名英国毕业生的数据进行了三次测试。研究结果在很大程度上支持了这些假设,将个体差异确定为与改变工作程序的积极行为相关的动机资源。反过来,改变工作程序与积极情感的个人资源联系在一起,这有助于社会接受的关系资源,并预测情绪衰竭的降低。个体分化也预示着社会接受度的降低,但不是像预期的那样通过监测。原创性/价值研究结果为组织社会化背景下个体分化对情绪衰竭的影响提供了新的见解。该研究强调,尽管个体分化程度高的新人面临着社会接受关系资源的枯竭,但他们仍然可以通过改变工作程序来培养积极的情感,从而很好地适应并避免情绪衰竭。
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引用次数: 1
Measuring the personal perspective on work engagement: An empirical exploration of the self-anchoring work engagement scale in Poland 测量个人对工作投入的看法:波兰自我锚定工作投入量表的实证探索
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-07-12 DOI: 10.1108/ebhrm-01-2022-0002
K. Kulikowski
PurposeWork engagement is among the most influential constructs in human resource management, but work engagement's current understanding overlooks what employees consider as engagement. The author aims to advance the human resources theory and practice by discussing the need for understanding engagement from the employee point of view, and the author explores the properties of a self-anchoring work engagement scale – the measure capturing the personal perspective on work engagement.Design/methodology/approachThe author has presented a conceptual discussion providing a rationale for capturing employee personal perspective on work engagement as supplementary to multi-item measures capturing researcher perspective. Based on empirical evidence, the author tests convergent and discriminant validity of self-anchoring work engagement in relation to job resources, job demands and burnout; the author confronts the nomological network of self-anchoring scale with previous work engagement meta-analysis.FindingsThe obtained results provided preliminary evidence supporting convergent and discriminant validity of self-anchoring work engagement. The analysis of the nomological network of self-anchoring work engagement in comparison to the previous meta-analysis revealed that self-anchoring work engagement might be more strongly related to challenging job demands than the multi-item researcher perspective work engagement.Research limitations/implicationsPractical implicationsSocial implicationsOriginality/valueThe author's findings provide a modicum of evidence that asking employees about self-assessment of employees' work engagement on a 0–10 scale provides researchers with access to a freely available measurement method of the personal perception on work engagement.Contribution to impact
目的工作敬业度是人力资源管理中最具影响力的结构之一,但目前对工作敬业度的理解忽略了员工认为的敬业度。作者旨在通过从员工的角度讨论理解敬业度的必要性来推进人力资源理论和实践,并探讨了自我锚定的工作敬业度量表的性质,该量表捕捉了个人对工作敬业度的看法。设计/方法论/方法作者提出了一个概念性讨论,为捕捉员工对工作投入的个人视角提供了基本原理,作为捕捉研究人员视角的多项目测量的补充。基于经验证据,作者检验了自我锚定工作投入与工作资源、工作需求和倦怠之间的收敛有效性和判别有效性;作者将自锚定量表的法理网络与以往的工作投入元分析相结合。结果为自锚定工作投入的收敛性和判别性提供了初步证据。与之前的荟萃分析相比,对自我锚定工作投入的法理网络的分析表明,与多项目研究者视角的工作投入相比,自我锚定的工作投入可能与具有挑战性的工作需求更密切相关。研究局限性/含义实际含义社会含义独创性/价值作者的研究结果提供了少量证据,表明在0-10量表上询问员工对员工工作投入的自我评估为研究人员提供了一种免费的个人工作投入感知测量方法。对影响的贡献
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引用次数: 1
Regulatory-focused job crafting, person-job fit and internal employability–examining interrelationship and underlying mechanism 以监管为中心的岗位塑造、人职契合度和内部就业能力——考察相互关系和潜在机制
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2022-07-11 DOI: 10.1108/ebhrm-08-2021-0163
S. Sameer, Pushpendra Priyadarshi
PurposeThis paper examines the relationships between regulatory-focused job crafting, i.e. promotion- and prevention-focused job crafting, person-job fit and internal employability and explores the direct and underlying mediation process using conservation of resources and job demands-resources theories.Design/methodology/approachSurvey data collected from 425 executives of India based public sector enterprises were used to test hypotheses.FindingsPromotion- and prevention-focused job crafting respectively had a contrasting relationship with needs-supplies fit. The relationship with demands-abilities fit was statistically significant only in the case of prevention-focused job crafting. These two job crafting forms respectively had a positive and a negative effect on internal employability, both directly as well as indirectly through person-job fit.Practical implicationsEmployees can pursue promotion-focused job crafting and avoid prevention-focused job crafting to improve their person-job fit as well as internal employability which subsequently may have multiple favourable outcomes at an organizational and individual level.Originality/valueThe study, for the first time, empirically investigates the differential role of individuals' efforts in the form of promotion- and prevention-focused job crafting, in influencing internal employability and explains its underlying mechanism through person-job fit. These interrelationships may have important implications for employees' job demand management process and job choices.
目的:本文运用资源守恒理论和工作需求-资源理论,考察了以监管为中心的工作制定(即以晋升和预防为中心的工作制定)、个人-工作契合度和内部就业能力之间的关系,并探讨了直接和潜在的中介过程。设计/方法/方法从印度公共部门企业的425名高管中收集的调查数据用于检验假设。研究结果:以促进和预防为重点的工作制作分别与需求供应匹配有鲜明的关系。需求-能力契合度的关系只有在以预防为重点的工作制作中才有统计学意义。这两种工作制作形式分别通过直接和间接的人职契合度对内部就业能力产生积极和消极的影响。实践启示员工可以追求以晋升为中心的工作制定,而避免以预防为中心的工作制定,以提高他们的个人-工作契合度和内部就业能力,从而在组织和个人层面上产生多种有利的结果。独创性/价值本研究首次从实证角度考察了以晋升和预防为重点的工作塑造形式的个人努力在影响内部就业能力方面的不同作用,并通过人-工作契合解释了其潜在机制。这些相互关系可能对员工的工作需求管理过程和工作选择具有重要意义。
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引用次数: 3
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Evidence-based HRM-A Global Forum for Empirical Scholarship
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