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首页> 外文期刊>Journal of Business Research >Employees' external representation of their workplace: Key antecedents
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Employees' external representation of their workplace: Key antecedents

机译：员工在工作场所的外部代表：关键前提

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Drawing on attitude theory, this study investigates the drivers of employees' expression of favorable opinions about their workplace. Despite its theoretical and managerial importance, the marketing literature largely ignores the topic. This study advances prior research by developing, and empirically testing, a conceptual framework of the relationship between workgroup support and favorable external representattion of the workplace, mediated by emotional responses to this support. The present research investigates four new relationships: between workgroup support and emotional exhaustion, workgroup support and organizational commitment, workgroup support and job satisfaction, and emotional exhaustion and external representation of the workplace. Based on a sample of over 700 frontline service employees, this study finds that workgroup support affects favorable external representation of the workplace through various emotional responses (i.e., emotional exhaustion, organizational commitment and job satisfaction). In addition, the results identify employees' organizational commitment as the most important determinant of favorable external representation of the workplace, followed by job satisfaction and reduced emotional exhaustion. These results suggest that companies should develop practices that encourage workgroup support and organizational commitment to achieve favorable external representation of the workplace.
机译：基于态度理论，本研究调查了员工表达对其工作场所的正面意见的驱动力。尽管具有理论和管理重要性，但营销文献在很大程度上忽略了该主题。这项研究通过开发和实证测试，通过对这种支持的情感反应介导的工作组支持与工作场所的良好外部表征之间的关系的概念框架，推进了先前的研究。本研究调查了四个新的关系：工作组支持与情绪疲惫，工作组支持与组织承诺，工作组支持与工作满意度以及情绪疲惫与工作场所的外部代表之间的关系。基于对700多名一线服务员工的抽样调查，该研究发现工作组的支持会通过各种情感反应（即情绪疲惫，组织投入和工作满意度）影响工作场所的外部良好代表。此外，结果还表明，员工的组织承诺是决定工作场所外部形象，其次是工作满意度和减少的精神疲惫的最重要决定因素。这些结果表明，公司应制定鼓励工作组支持和组织承诺以实现工作场所外部良好代表的做法。

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