员工留任原因：在一家全球性能源企业中确定员工留任的关键组织预测因素。
Reasons for Staying With Your Employer: Identifying the Key Organizational Predictors of Employee Retention Within a Global Energy Business.
机构信息
School of Psychology, University of Surrey, Guildford, Surrey GU2 7XH, United Kingdom (Dr Steiner, Prof Cropley, Dr Simonds); BP International Limited, London, United Kingdom (Dr Heron).
出版信息
J Occup Environ Med. 2020 Apr;62(4):289-295. doi: 10.1097/JOM.0000000000001820.
OBJECTIVE
Drawing upon the social exchange theory, this study developed and tested a theoretical model to identify factors predicting intentions to stay within a global energy business.
METHODS
Structural equation modeling was applied to an annual employee survey (N = 30,094).
RESULTS
The most significant factors predicting intention to stay were organizational engagement (when employees are seen to role model company values and behaviors) and relationship with supervisor (when "my manager treats me fairly"). Perceived supervisor support (when employees believe that the company "really cares about my health and well-being") and communication significantly predicted both work engagement and organizational commitment.
CONCLUSION
When employees believe that their supervisor is concerned about their well-being, recognizes their contributions, and role-models the organization's values, they reported more engagement and a stronger commitment to remain with the organization.
目的
本研究以社会交换理论为基础，构建并检验了一个理论模型，旨在确定预测个人在全球能源企业中工作意愿的因素。
方法
采用结构方程模型对年度员工调查（N=30094）进行分析。
结果
预测留任意愿的最重要因素是组织投入（当员工被视为体现公司价值观和行为的榜样时）和与主管的关系（当“我的经理公平对待我”时）。感知到的主管支持（当员工认为公司“真正关心我的健康和福祉”时）和沟通显著预测了工作投入和组织承诺。
结论
当员工认为主管关心他们的福祉、认可他们的贡献并体现组织价值观时，他们会报告更高的投入度和对留在组织的更强承诺。
Zotero 插件