Publication: The intervening role of organizational identification between work-related well-being and turnover intention and supportive hr practices and perceived external prestige
Abstract
Birey ve kurum arasındaki psikolojik bağın incelendiği bu çalışmada, Kurumla Özdeşleşme’nin, Destekleyici İnsan Kaynakları Uygulamaları, Algılanan Kurum Prestiji ve Kurumdan Ayrılma Niyeti ve Esenlik arasındaki ilişkilerdeki ara değişken rolü test edilmiştir. Çalışmanın verisi, farklı sektörlerde faaliyet gösteren firmalarda çalışan 612 katılımcıdan, anket uygulaması yöntemi ile toplanmıştır. Sonuçlar Kurumla Özdeşleşme’nin (1) Destekleyici İnsan Kaynakları Uygulamaları ve Esenlik ve (2) Algılanan Kurum Prestiji ve Esenlik arasında tam ara değişken rolü oynadığını göstermiştir. Ayrıca, Kurumla Özdeşleşme’nin Algılanan Kurum Prestiji ve Kurumdan Ayrılma Niyeti arasında kısmi ara değişken rolü oynadığı görülmüştür. Diğer taraftan, (1) Lider-Üye Etkileşimi’nin ve (2) Özsaygı İhtiyacı’nın sırasıyla (1) Destekleyici İnsan Kaynakları Uygulamaları - Kurumla Özdeşleşme ilişkisi üzerinde, ve (2) Algılanan Kurum Prestiji - Kurumla Özdeşleşme İlişkisi üzerinde şartlı değişken rollerinin bulunmadığı gösterilmiştir.
This study examined the psychological relationship between the individual and the work organization. In particular, the intervening effect of organizational identification between supportive HR practices, perceived external prestige and turnover intention, and well-being was assessed, taking into account the employees of the various organizations. A questionnaire was submitted to 612 employees of the organizations from different sectors. Results confirmed that identification with the organization mediates the relationship between: (1) supportive HR practices and well-being, (2) perceived external prestige and well-being. In addition, the relationship between perceived external prestige and turnover intention was partially mediated by identification with the organization. On the other hand, (1) need for self-esteem did not play moderating role between perceived external prestige and identification with the organization, and (2) leader-member exchange did not moderate the relationship between supportive HR practices and identification with the organization.
This study examined the psychological relationship between the individual and the work organization. In particular, the intervening effect of organizational identification between supportive HR practices, perceived external prestige and turnover intention, and well-being was assessed, taking into account the employees of the various organizations. A questionnaire was submitted to 612 employees of the organizations from different sectors. Results confirmed that identification with the organization mediates the relationship between: (1) supportive HR practices and well-being, (2) perceived external prestige and well-being. In addition, the relationship between perceived external prestige and turnover intention was partially mediated by identification with the organization. On the other hand, (1) need for self-esteem did not play moderating role between perceived external prestige and identification with the organization, and (2) leader-member exchange did not moderate the relationship between supportive HR practices and identification with the organization.