目标明晰、管理层信任与留任意愿:工作投入的中介作用

IF 1.4 Q3 MANAGEMENT South Asian Journal of Human Resource Management Pub Date : 2020-11-01 DOI:10.1177/2322093720965322

Neha Bellamkonda, Nivethitha Santhanam, Murugan Pattusamy

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引用次数: 15

摘要

根据工作需求-资源(JD-R)理论，本研究探讨了IT和信息技术支持服务行业管理者的目标清晰度、对管理层的信任、工作-家庭冲突和留任意愿之间的关系。本文还分析了员工敬业度在工作资源(即目标清晰度和对管理层的信任)、工作需求(即工作-家庭冲突)和留任意愿之间的中介作用。数据通过结构化问卷从印度的200名管理级别的员工中收集。使用结构方程建模技术对模型进行了测试。结果表明，员工敬业度在目标清晰度、管理层信任和留任意愿之间的关系中起着完全中介作用。本研究通过探索和确立目标明晰与留下意愿之间的关系，做出了重要的理论贡献。通过证明员工敬业度对目标清晰度、管理层信任和管理层员工留任意愿的中介作用，为相关文献做出了贡献。此外，本文还描述了工作投入和留下来的意图的实际含义。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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Goal Clarity, Trust in Management and Intention to Stay: The Mediating Role of Work Engagement

Drawing from the Job Demands-Resources (JD-R) theory, the study explores the relationship between goal clarity, trust in management, work–family conflict and intention to stay among managers in the IT and Information Technology Enabled Service sectors. It also analyses the mediating role of employee engagement in the relationship between job resources (i.e., goal clarity and trust in management), job demands (i.e., work–family conflict) and intention to stay. Data were collected through a structured questionnaire from 200 managerial level employees in India. The model was tested using structural equation modelling techniques. Results indicate that employee engagement fully mediates the relationship between goal clarity, trust in management and intention to stay. This study makes significant theoretical contributions by exploring and establishing the relationship between goal clarity and intention to stay. It also contributes to relevant literature by demonstrating the mediating effects of employee engagement with goal clarity, trust in management and intention to stay of managerial level employees. In addition, this article describes the practical implications of work engagement and intention to stay.

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来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.