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首页> 外文学位 >The influence of post-layoff perceived organizational support (POS) and organizational commitment (OC) on layoff survivors' turnover intentions (TOI): Layoffs in the government industry.
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The influence of post-layoff perceived organizational support (POS) and organizational commitment (OC) on layoff survivors' turnover intentions (TOI): Layoffs in the government industry.

机译：裁员后的组织支持感（POS）和组织承诺（OC）对裁员幸存者离职意图（TOI）的影响：政府行业中的裁员。

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摘要

The purpose of this quantitative, non-experimental study was to evaluate the extent to which layoff survivors' post-layoff perceived organizational support and organizational commitment influence layoff survivors' turnover intentions in the government industry. Although research examining each of the study variables is generous in organization and management literature, research involving layoff survivors in the government industry using this combined model was minimal. Focusing on organizational support, the three-component model of organizational commitment, and process and content turnover theories, this study assessed the relationships and influence of post-layoff perceived organizational support, affective commitment, normative commitment, and continuance commitment on layoff survivors' turnover intentions. This study used multiple linear regression, Pearson's R (product-moment correlation coefficient), and analysis of variance (ANOVA) to analyze data collected from 108 layoff survivors employed in the four sub-sectors of the United States government industry (i.e., city, county, state, and federal) post layoffs. Results of the analysis showed that layoff survivors' perceived organizational support, affective commitment, and normative commitment were moderately and negatively correlated with survivors' turnover intentions. Further, layoff survivors' continuance commitment had a modest, positive correlation with their turnover intentions. Also, all predictor variables (i.e., perceived organizational support, and affective, normative, and continuance commitment) statistically significantly influenced layoff survivors' turnover intentions, and all null hypotheses were rejected. The practical implications tied to this study suggested that government leaders and managers could potentially reduce post-layoff turnover intentions by gaining better understanding of how perceived organizational support and organizational commitment influence turnover intentions. Additionally, recommendations for further research suggested that scholars explore the use of more comprehensive models in assessing the factors that potentially influence turnover intentions of government industry workers after layoffs.
机译：这项非实验性定量研究的目的是评估裁员幸存者的裁员后感知的组织支持和组织承诺对政府行业中裁员幸存者离职意图的影响程度。尽管检查每个研究变量的研究在组织和管理文献中都很丰富，但是使用此组合模型进行的涉及政府行业裁员幸存者的研究很少。着眼于组织支持，组织承诺的三部分模型以及过程和内容更替理论，本研究评估了裁员后感知的组织支持，情感承诺，规范承诺和持续承诺对裁员幸存者更替的关系和影响。意图。这项研究使用多元线性回归，Pearson的R（产品-时刻相关系数）和方差分析（ANOVA）分析了从美国政府行业的四个子行业（即城市，县，州和联邦）裁员。分析结果表明，裁员幸存者的组织支持，情感承诺和规范承诺与幸存者的离职意图呈中等和负相关。此外，裁员幸存者的持续承诺与其离职意图有适度的正相关。同样，所有预测变量（即，感知的组织支持以及情感，规范和持续承诺）在统计上显着影响了裁员幸存者的离职意图，所有无效假设均被拒绝。与该研究相关的实际含义表明，政府领导人和管理人员可以通过更好地了解感知到的组织支持和组织承诺如何影响离职意图来减少裁员后的离职意图。此外，有关进一步研究的建议还建议学者们探索使用更全面的模型来评估可能会影响裁员后政府产业从业人员离职意图的因素。

著录项

  • 作者

    Thomas, Kenneth.;

  • 作者单位

    Capella University.;

  • 授予单位 Capella University.;
  • 学科 Business Administration Management.;Sociology Organizational.;Psychology Industrial.
  • 学位 Ph.D.
  • 年度 2014
  • 页码 210 p.
  • 总页数 210
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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