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Employer branding: perceived organisational support and employee retention - the mediating role of organisational commitment

机译：雇主品牌：感知的组织支持和员工保留-组织承诺的中介作用

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Purpose - The purpose of this paper is to examine the relationship between employer branding attribute of organisational support and employee retention in a government agency in New Zealand. Design/methodology/approach - This study is cross-sectional in design, and an online survey method was used to collect data from 134 research participants. Research participants were recruited from a local council in New Zealand. The Process Macro Regression method was employed to analyse the collected data. Findings- The main findings from this study are: first, the study shows that perceived organisational support (POS) as an employer branding technique affects employee retention. Second, POS significantly influenced employees' organisational commitment (OC) as a predictor of employee retentbn. Third, the relationship between organisational support and employee retention was mediated by OC in this study. Research limitations/implications - This study examined POS as an employer branding strategy; the findings have a number of valuable implications for organisations. This study suggests that organisations should develop adequate organisational support mechanisms as a way of acquiring the status of a better employer among different stakeholders. Practical implications - Precisely, the findings imply that organisations should focus on increasing organisatbnal support to attract, maintain and retain employees because employees desire conducive and favourable work environments. Social implications - A well-crafted and efficiently implemented organisational supportive strategies may enhance the reputational status of the organisation as an employer brand among its future job applicants. Originality/value - This study tested POS as an employer branding attribute in the New Zealand context; research on POS as an employer branding strategy is scarce. The results suggest that organisations that embrace organisational support mechanisms as employer branding strategy succeed in maintaining and retaining their talents for a longer time.
机译：目的-本文的目的是研究组织支持的雇主品牌属性与新西兰政府机构中雇员保留之间的关系。设计/方法/方法-这项研究是横断面的设计，并且使用一种在线调查方法来收集134位研究参与者的数据。研究参与者是从新西兰地方理事会招募的。使用过程宏回归方法分析收集的数据。调查结果-该研究的主要发现是：首先，该研究表明，作为雇主品牌化技术的组织支持感（POS）影响员工的保留率。其次，POS显着影响员工的组织承诺（OC），作为员工保留率的预测指标。第三，在这项研究中，组织支持与组织支持和员工保留之间的关系。研究局限性/含义-这项研究将POS作为雇主的品牌策略进行了研究；调查结果对组织具有许多有价值的启示。这项研究建议组织应建立适当的组织支持机制，以在不同利益相关者中获得更好的雇主身份。实际意义-确切地说，调查结果暗示组织应该集中精力增加组织支持，以吸引，维持和留住员工，因为员工希望获得有利和有利的工作环境。社会影响-精心设计且有效实施的组织支持策略可能会提高组织作为雇主品牌在其未来求职者中的声誉。原创性/价值-这项研究在新西兰背景下将POS作为雇主品牌属性进行了测试；关于POS作为雇主品牌战略的研究很少。结果表明，采用组织支持机制作为雇主品牌战略的组织可以在更长的时间内成功地保留和保留其人才。

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