• 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>Baltic Journal of Management >Limiting the brain drain: Determinants of employee organizational attachment in Lithuania
【24h】

Limiting the brain drain: Determinants of employee organizational attachment in Lithuania

机译：限制人才外流：立陶宛员工组织依恋的决定因素

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

Purpose – The purpose of this paper is to examine the roles of job- and organization-related variables in explaining the attachment of Lithuanian employees to their current employer. Design/methodology/approach – A total of 190 employees of a plastic manufacturing company located in an urban area in Lithuania completed a questionnaire containing 84 items describing job and organizational attributes. These data were analyzed using multivariate regression. Findings – In multivariate analysis, job- and organization-related variables each explained approximately equal proportions of the variance in employee attachment. When all of the job and organization-related variables were used simultaneously to predict employee organizational attachment, only intrinsic job characteristics, opportunities for promotion and training, and communication to/from employees made significant unique contributions to explanation of employee organizational attachment. The job and organizational variables together explained 56 percent of the variance in attachment. While the organization-related variables did not make a larger contribution to explanation of the variance in organizational attachment than to job-related variables, organization-related variables seem to explain how job-related variables influence attachment. Practical implications – The paper provides practical insights to organizational managers in Lithuania about the relative importance of job- and organization-related aspects of the work environment in predicting employee attachment to an organization. These insights may help reduce the current out-migration trends of workers and help Lithuanian companies compete more effectively in the European Union (EU). Originality/value – Only a few studies have examined the influence of different variables in determining the strength of employee-employer relationships in transitioning countries of Eastern Europe such as Lithuania. The paper contributes value by empirically examining the applicability of prevailing models of the determinants of employee organizational attachment to the employment environment of Lithuania, a country transitioning from the Soviet era as a member of the EU.
机译：目的–本文的目的是研究与工作和组织有关的变量在解释立陶宛雇员对现任雇主的依恋中的作用。设计/方法/方法–位于立陶宛市区的一家塑料制造公司的190名员工完成了一份问卷，其中包含84项描述工作和组织属性的项目。这些数据使用多元回归分析。调查结果–在多变量分析中，与工作和组织相关的变量每个都解释了员工依恋中差异的大致相等的比例。当同时使用所有与工作和与组织相关的变量来预测员工的组织依恋时，只有内在的工作特征，晋升和培训的机会以及与员工之间的来往交流对员工对组织的依恋做出了重要的独特贡献。工作和组织变量共同解释了56％的依恋差异。尽管与组织相关的变量比对工作相关的变量对组织依恋差异的解释没有更大的贡献，但与组织相关的变量似乎可以解释与工作相关的变量如何影响依恋。实际意义–本文为立陶宛的组织经理提供了有关工作环境中与工作和组织有关的方面在预测员工对组织的依恋方面的相对重要性的实践见解。这些见解可以帮助减少当前工人的外流趋势，并帮助立陶宛公司在欧盟（EU）中更有效地竞争。独创性/价值–在立陶宛等东欧转型国家，只有很少的研究研究了不同变量对确定员工与雇主关系强度的影响。本文通过实证研究了员工组织依恋决定因素的主要模型对立陶宛就业环境的适用性，立陶宛是一个从苏联时代过渡为欧盟成员国的国家。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号