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Human Resource Practices,job Embeddedness And intention To Quit

机译：人力资源实践，工作嵌入和退出意愿

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Purpose - The purpose of this paper is to test the whether job embeddedness is a mediator of the relationship between human resource practices and employees' intention to quit. The study presented here used job embeddedness, a new construct, to investigate its mediation effect on the relationship between employees' intentions to leave and four areas of human resource practices: compensation, supervisor support, growth opportunity and training. Design/methodology/approach - A questionnaire was given to employees at a state department of corrections asking their attitudes about their job, their place of employment, and the agency as a whole. The results of this questionnaire were analyzed utilizing the four-step method for mediation analysis. Findings - Job embeddedness fully mediated compensation and growth opportunity, partially mediated supervisor support, and did not mediate training in relation to employees' intention to quit. Research limitations/implications -A self-reported, cross-sectional questionnaire was used to collect all measures. Additionally, this study used a single sample. Future research needs to obtain more diversified samples and continue to expand current research by examining additional areas of human resource practices. Practical implications - Managers can utilize several strategies and tactics from a variety of human resource practices in order to build deeper links, make a better fit, and create greater potential sacrifices for employees should they decide to look for or pursue other employment opportunities. Originality/value - This paper presents one of the first studies to examine how job embeddedness develops, and what factors cause employees embedded in their jobs to keep them from leaving the organization.
机译：目的-本文的目的是测试工作的嵌入性是否是人力资源实践与员工离职意愿之间关系的中介者。本文介绍的研究使用一种新的工作嵌入性来研究其对员工离职意向与人力资源实践四个方面之间的中介作用：薪酬，主管支持，成长机会和培训。设计/方法/方法-向州矫正部门的员工发放了一份问卷，询问他们对工作，工作地点以及整个机构的态度。该问卷的结果使用四步法进行了调解分析。调查结果-工作的嵌入性完全介导了薪酬和增长机会，部分介导了主管的支持，没有介导有关员工离职意向的培训。研究局限性/含义-使用自我报告的横断面问卷收集所有度量。此外，本研究仅使用一个样本。未来的研究需要获取更多的样本，并通过检查人力资源实践的其他领域来继续扩展当前的研究。实际含义-经理可以利用各种人力资源实践中的几种策略和策略，以建立更深的联系，更好地适应并为员工决定寻找或寻求其他就业机会做出更大的潜在牺牲。原创性/价值-本文提出了有关研究工作嵌入度如何发展以及哪些因素导致员工嵌入工作中以阻止他们离开组织的首批研究之一。

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