Brown E Sherwood, Palka Jayme, Helm Sabrina V, Kulikova Alexandra
Health Care Manage Rev. 2022;47(1):66-77. doi: 10.1097/HMR.0000000000000301.
Past research shows a dual role of organizational reputation in an employment context. Prospective and current employees are affected by public perceptions of their employer, as affiliation with an employer widely known for its positive achievements boosts organization-based self-esteem whereas a poor reputation leads to decreased self-esteem and disassociation. Another key construct is engagement, which relates to employee enthusiasm and their attitude toward the organization and their interest in finding employment elsewhere.
The current study examined relationships between engagement, organizational pride, perceived departmental and institutional reputation, and turnover intentions in employees at an academic medical center.
Participants were 241 faculty, staff, and trainees (63.9% women) in a clinical department at an academic medical center who completed an anonymous online survey that contained the Utrecht Work Engagement Scale, as well as questions about pride, reputation, and turnover intentions. Relationships between engagement, organizational pride, perceived departmental and institutional reputation, and turnover intentions were explored.
To determine whether employee engagement mediates the relationship between various predictors and turnover intentions, exploratory mediation models were examined. All of the variables were significantly correlated with each other. Perception of departmental reputation was more strongly associated with engagement, pride, and turnover intentions than was institutional reputation. Engagement fully mediated the relationship between perceived institutional reputation and turnover intentions and partially mediated relationships between departmental reputation and turnover intentions and between pride and turnover intentions.
The findings suggest that perception of one's department may be more important to engagement and pride than perception of the larger institution. Furthermore, relationships between pride and reputation and turnover intentions in an academic medical center appear to be, at least partially, mediated through engagement. In contrast to common practice, turnover reduction efforts might be more effective if they enhance perceived departmental, rather than institutional, reputation.
过去的研究表明，组织声誉在就业环境中具有双重作用。潜在员工和在职员工会受到公众对其雇主看法的影响，因为与以积极成就而闻名的雇主建立联系会增强基于组织的自尊，而声誉不佳则会导致自尊下降和疏离感。另一个关键概念是敬业度，它与员工的热情、对组织的态度以及在其他地方寻找工作的兴趣有关。
本研究考察了一所学术医疗中心员工的敬业度、组织自豪感、感知到的部门和机构声誉与离职意图之间的关系。
参与者为一所学术医疗中心临床科室的241名教职员工和实习生（63.9%为女性），他们完成了一项匿名在线调查，其中包括乌得勒支工作投入量表，以及有关自豪感、声誉和离职意图的问题。探讨了敬业度、组织自豪感、感知到的部门和机构声誉与离职意图之间的关系。
为了确定员工敬业度是否介导了各种预测因素与离职意图之间的关系，研究了探索性中介模型。所有变量之间均存在显著相关性。与机构声誉相比，部门声誉的感知与敬业度、自豪感和离职意图的关联更强。敬业度完全介导了感知到的机构声誉与离职意图之间的关系，部分介导了部门声誉与离职意图之间以及自豪感与离职意图之间的关系。
研究结果表明，对个人所在部门的感知可能比对更大机构的感知对敬业度和自豪感更为重要。此外，在学术医疗中心，自豪感、声誉与离职意图之间的关系似乎至少部分是通过敬业度介导的。与通常做法不同的是，如果减少离职率的努力能够提高对部门而非机构声誉的感知，可能会更有效。
