Xuecheng Wei, Iqbal Qaisar, Saina Bai
School of Management, Universiti Sains Malaysia, George Town, Malaysia.
Centre for China-India-Pakistan Studies, Sichuan University of Science and Engineering, Zigong, China.
Front Psychol. 2022 Jul 11;13:872105. doi: 10.3389/fpsyg.2022.872105. eCollection 2022.
Sketching on the Social Exchange Theory (SET), the present study aims to investigate the direct relationship between training and development, work environment, and job satisfaction with employee retention. The contingent role of transformational leadership was also analysed under the Situational Leadership Theory (SLT). Accordingly, we collected data from 287 employees of SMEs in northern China by employing a convenience sampling approach, exhibiting a response rate of 57.40 percent. The Partial Least Square-Structural Equation Modelling (PLS-SEM) analysis was then run to test the proposed hypotheses. The findings revealed a significant positive impact of training and development, work environment, and job satisfaction on employee retention. However, no moderating effect of transformational leadership was indicated on their direct relationship. This study has enriched the literature on employee retention and the leadership arena. To the best of the authors' knowledge, there is no prior evidence concerning the study's integrated relationship of the continuous variables. The implications and limitations were finally expressed at the end of this manuscript.
基于社会交换理论（SET），本研究旨在探讨培训与发展、工作环境以及工作满意度与员工留任意愿之间的直接关系。同时，依据情境领导理论（SLT）分析了变革型领导的权变作用。为此，我们采用便利抽样法从中国北方中小企业的287名员工中收集数据，回复率为57.40%。随后进行偏最小二乘结构方程模型（PLS-SEM）分析以检验所提出的假设。研究结果表明，培训与发展、工作环境以及工作满意度对员工留任意愿具有显著的正向影响。然而，未发现变革型领导对它们之间的直接关系具有调节作用。本研究丰富了关于员工保留和领导力领域的文献。据作者所知，此前尚无关于本研究中连续变量综合关系的证据。最后，本文稿结尾阐述了研究的意义和局限性。
