员工承诺在薪酬制度与离职意向关系中的中介作用

IF 2.7 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR Employee Relations Pub Date : 2024-03-25 DOI:10.1108/er-05-2023-0270
Nemanja Berber, Dimitrije Gašić
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引用次数: 0

摘要

本研究的主要目的是确定员工承诺在塞尔维亚共和国薪酬体系与员工离职意向之间的关系中的作用,以及调查员工承诺在这种关系中是否存在中介效应。研究采用的主要方法是收集数据、获取有关拟议关系的理论研究成果以及基于 PLS-SEM 的实证研究,并通过 IBM SPSS 统计和 SmartPLS 数据处理软件进行分析。用于分析的数据来自塞尔维亚共和国通过在线问卷收集的 764 名员工样本。员工承诺在一定程度上调节了薪酬制度与员工离职意向之间的关系。以前与上述构建相关的大多数调查都是在西欧和美国等较发达国家的公司中进行的,而迄今为止还没有在塞尔维亚进行过此类研究。研究结果表明,员工对奖励的态度方面的预期关系与建议的国情不符。塞尔维亚的现代公司需要遵循现代奖励机制,以建立更强的承诺和减少离职意向。此外,在以前的大多数研究工作中,薪酬都是从对奖励的满意度方面进行考察的,而本研究则是基于员工对人力资源补偿做法的看法("组织为我提供了什么 "类问题),而不是与他们的满意度有关的问题。此外,在以往的大多数研究中,薪酬制度都是作为一个变量与其他人力资源流程(人员配置、培训与发展、职业发展、员工关系、人力资源规划、沟通等)结合在一起进行研究的,是一种 HPWP,而在本研究中,作者仅使用了薪酬实践(奖励要素和员工绩效评估)来研究与承诺和离职意向之间的关系。
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The mediating role of employee commitment in the relationship between compensation system and turnover intentions

Purpose

The main goal of this study is to determine the role of employee commitment in the relations between the compensation system and turnover intentions of employees in the Republic of Serbia, as well as to investigate whether there is a mediating effect of employee commitment in this relation.

Design/methodology/approach

The primary methodology implemented in the research was data gathering, obtaining theoretical research works on the proposed relations and empirical studies based on the PLS-SEM, analysed by IBM SPSS Statistics and SmartPLS data processing software. The data for the analysis was obtained from a total sample of 764 employees, collected in the Republic of Serbia via an online questionnaire.

Findings

The results indicated a positive statistically significant relationship between the formative construct (compensation system) and reflective construct (commitment), as well as a negative statistically significant relationship between the compensation system and reflective construct (turnover intentions). Employee commitment partially mediates the relationship between the compensation system and turnover intentions of employees.

Originality/value

The study was conducted in Serbia and is thus rooted in the specific national context which is characterized by high power distance and high uncertainty avoidance and more collectivistic society with feminine values more expressed. Most of the previous investigations related to the mentioned constructs were performed in companies from more developed countries, including Western Europe and the United States of America, whereas there has been no such research conducted in Serbia to date. The results portrayed a mismatch between the expected relations regarding the attitudes of employees to the rewards and the proposed national context. Modern companies in Serbia need to follow a modern reward mechanism to build stronger commitment and decrease turnover intentions. Moreover, in most earlier research works, compensation was examined in terms of satisfaction with rewards, while this study was based on questions related to perceptions of employees toward HR compensation practices (“The organization offers me”-type questions), not related to their satisfaction. Further, in the majority of previous research works, the compensation system was examined as a variable in combination with other HR processes (staffing, training and development, career development, employee relations, HR planning, communication, etc.), as a HPWP, while in this case the authors used only the practice of compensation (reward elements and employee performance evaluation) to investigate relations with commitment and turnover intentions.

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来源期刊
Employee Relations
Employee Relations Multiple-
CiteScore
6.50
自引率
8.80%
发文量
69
期刊介绍: ■Communication, participation and involvement ■Developments in collective bargaining ■Equal opportunities ■Health and safety ■HRM ■Industrial relations and employment protection law ■Industrial relations management and reform ■Organizational change and people ■Personnel and recruitment ■Quality of working life
期刊最新文献
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