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首页> 外文期刊>Frontiers in Psychology >Job Satisfaction and Turnover Intention Among People With Disabilities Working in Special Employment Centers: The Moderation Effect of Organizational Commitment
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Job Satisfaction and Turnover Intention Among People With Disabilities Working in Special Employment Centers: The Moderation Effect of Organizational Commitment

机译：在特殊就业中心工作的残疾人的工作满意度和营业型意图：组织承诺的适度效应

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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.
机译：在这项研究中促进了与就业残疾人的研究成长，特别是关于其工作满意度（JS），组织承诺（OC）和营业额意图（TI），探讨了JS的效果残疾雇员中的TI和OC及其四维对该主要关系的促进效应。共有245名特殊就业中心（SEC）员工在西班牙回答了问卷。为了分析结果，进行了在变量上进行的双变量相关性的描述性分析，随后通过Hayes使用SPSS的宏过程测试了适度模型。对于显着效果，使用挑选点近似来解释结果。结果表明，OC及其尺寸对直接关系没有显着影响。然而，JS的某些组成部分，例如与同事和主管的关系，在通过情感和价值承诺的主持时与TI的关系起着重要作用。我们的研究结果表明，人力资源部门必须创造有利于员工和经理之间具有积极的人际关系的工作环境，以便在秒钟内尽量减少TI。

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