Romeo Marina, Yepes-Baldó Montserrat, Lins Claudia
Social Psychology and Quantitative Psychology Department, Faculty of Psychology, Universitat de Barcelona, Barcelona, Spain.
Front Psychol. 2020 Jun 3;11:1035. doi: 10.3389/fpsyg.2020.01035. eCollection 2020.
With the goal of contributing to the growth of research on people with disabilities in employment, in particular in relation to their job satisfaction (JS), organizational commitment (OC), and turnover intention (TI), this study explores the effect of JS on TI among employees with disabilities and the moderation effect of OC and its four dimensions on this main relationship. A total of 245 Special Employment Center (SEC) employees in Spain answered a questionnaire. To analyze the results, a descriptive analysis with bivariate correlations across the variables was performed, and the moderation model was tested subsequently using macro PROCESS for SPSS by Hayes. For the significant effects, a pick-a-point approximation was used to interpret the results. The results show that OC and its dimensions have no significant effect on the direct relationship. However, some components of JS, such as the relationship with co-workers and with supervisors, play a significant role in the relationship with TI when moderated by affective and value commitment. Our results show that it is important that human resources departments create conditions favoring a work environment with positive interpersonal relationships between employees and managers in order to minimize TI at SECs.
为推动残疾人就业研究的发展，特别是在其工作满意度（JS）、组织承诺（OC）和离职意愿（TI）方面的研究，本研究探讨了工作满意度对残疾员工离职意愿的影响，以及组织承诺及其四个维度对这一主要关系的调节作用。西班牙共有245名特殊就业中心（SEC）员工回答了一份问卷。为分析结果，对变量进行了双变量相关性描述性分析，随后使用Hayes的SPSS宏PROCESS对调节模型进行了检验。对于显著影响，采用逐点近似法解释结果。结果表明，组织承诺及其维度对直接关系没有显著影响。然而，工作满意度的一些组成部分，如与同事和上级的关系，在情感承诺和价值承诺的调节下，在与离职意愿的关系中发挥着重要作用。我们的结果表明，人力资源部门营造有利于员工与管理者之间建立积极人际关系的工作环境非常重要，以便将特殊就业中心的离职意愿降至最低。
