雇主品牌在Z世代员工工作与生活平衡与员工保留关系中的作用:中介还是调节?

E. Hendriana, Albert Christoper, Handika Oemardi Adhitama Zain, Natasha Pricilia
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引用次数: 0

摘要

目的:本研究旨在研究两个模型,以检验雇主品牌在Z世代员工工作与生活平衡与员工保留之间的关系中所起的作用。设计/方法/途径:本研究采用定量方法,采用谷歌表格发放问卷。研究人员对印度尼西亚大雅加达地区189名Z世代员工进行了有目的的抽样,以测试这些模型。数据处理采用SmartPLS 3软件。结果:PLS-SEM分析结果显示,工作与生活平衡、工作压力、情绪耗竭与员工留任之间存在显著的关系。本研究并未在工作与生活平衡与员工留任之间起到中介作用,而是发现雇主品牌显著调节了Z世代员工情绪耗竭与员工留任之间的关系。这些发现可以用来制定人力资本战略,以留住Z世代员工。独创性/价值:在许多关于工作与生活平衡与员工留任关系的研究中,只有少数研究关注Z世代员工。这一代人在考虑他们的工作场所时也更加重视雇主品牌。然而,雇主品牌很少被整合到工作与生活平衡的研究中。本研究将社会交换理论应用于解释工作与生活平衡(WLB)与员工保留之间的关系,并将雇主品牌纳入模型。实际/政策含义:考虑到结果,组织可能会提供灵活性,使员工能够随时随地工作。此外,公司必须设计管理WLB的策略,例如灵活的工作时间,让员工根据自己的需要管理自己的工作时间表,减少工作场所的冲突。建议公司不要分配与员工职位或工作描述不相符的职责。组织可能会在休息时间或工作前后通过冥想提供正念训练,帮助他们从工作量中放松下来,避免情绪疲惫。最后,公司必须通过创造积极的工作文化、设计清晰的职业道路、提供培训、提供有吸引力的福利以及为员工提供成长和发展的机会来参与内部营销活动。
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The Role of Employer Branding in Work-life Balance and Employee Retention Relationship among Generation Z Workers: Mediation or Moderation?
Objective: This study aims to investigate two models that examine the role of employer branding in the relationship between work-life balance and employee retention in Generation Z workers.  Design/Methods/Approach: This study applied quantitative methods by distributing questionnaires using google forms. A purposive sample of 189 Generation Z workers in Greater Jakarta, Indonesia, was used to test the models. The data was processed using SmartPLS 3 Software. Findings: The results of the PLS-SEM analysis revealed a significant relationship between work-life balance, job stress, emotional exhaustion, and employee retention. Instead of mediating the relationship between work-life balance and employee retention, this study revealed that employer branding significantly moderated the relationship between emotional exhaustion and employee retention among Generation Z workers. These findings could be used to develop a human capital strategy to retain Generation Z employees. Originality/Value: Among many studies on the relationship between work-life balance and employee retention, only a few focus on Generation Z workers. This generation also places greater emphasis on employer branding when considering their workplace. However, employer branding is rarely integrated into work-life balance research. This study extends the application of social exchange theory to explain the relationship between work-life balance (WLB) and employee retention by integrating employer branding into the model. Practical/Policy implication: Given the results, organizations may provide flexibility that enables employees to work from anywhere and anytime. Moreover, companies must design strategies to manage WLB, such as flexible working hours to allow employees to manage their work schedules according to their needs and reduce workplace conflicts. Companies are advised not to assign responsibilities that do not correspond to the employee’s position or job description. Organizations may provide mindfulness training through meditation during breaks or before and after work hours to help them relax from their workload and avoid emotional exhaustion. Lastly, companies must engage in internal marketing activities by creating positive work culture, designing clear career paths, providing training, offering attractive benefits, and providing opportunities for employees to grow and develop.
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审稿时长
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