Evidence-based HRM: a Global Forum for Empirical Scholarship最新文献

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Career planning and turnover intention: a moderated moderation model of career plateau and risk-taking propensity 职业规划与离职意向：职业高原和冒险倾向的调节模型

Evidence-based HRM: a Global Forum for Empirical Scholarship Pub Date : 2023-11-24 DOI: 10.1108/ebhrm-03-2022-0058

Chin Tung Stewart Ng, Hsien-Chun Chen, I. Chen, Chieh-Yin Wu

引用次数: 0

Attachment and attractiveness towards organizations: reinforcing the intention to stay amidst the “great resignation” 对组织的依恋和吸引力：在 "大辞职 "中加强留下的意愿

Evidence-based HRM: a Global Forum for Empirical Scholarship Pub Date : 2023-11-24 DOI: 10.1108/ebhrm-03-2023-0067

Warren Stanley Patrick, Munish Thakur, Jatinder Kumar Jha

{"title":"Attachment and attractiveness towards organizations: reinforcing the intention to stay amidst the “great resignation”","authors":"Warren Stanley Patrick, Munish Thakur, Jatinder Kumar Jha","doi":"10.1108/ebhrm-03-2023-0067","DOIUrl":"https://doi.org/10.1108/ebhrm-03-2023-0067","url":null,"abstract":"Purpose The motivation for this study is to understand the stressful situations leading to great resignation and evaluate the cognitions of psychological attachment (PA) and organizational attractiveness (OA) to mitigate this crisis, using the attachment theory as the theoretical basis.Design/methodology/approach A cross-sectional study was conducted on individuals employed in Indian organizations (Nifty 50) to identify the most impactful cognitions underlying the dynamics between person–job fit (P-J fit) and the intention to stay (ITS).Findings This study highlighted that a serial mediation relationship between PA (specifically “internalization”) and OA is influenced by the P-J “needs–supplies” fit, particularly during extraordinarily stressful times. Managers must re-emphasize PA and OA as core organizational resources that must be prioritized, maintained and refined to reinforce employees' intent to stay in their organizations.Originality/value No research has studied P-J fit, PA, OA, underpinned by the attachment theory to reinforce the ITS given the context of the great resignation triggered by the pandemic's extraordinarily stressful situation.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"238 ","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-11-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139241315","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Turnover intention among Vietnamese millennials in the workplace 越南职场千禧一代的离职意向

Evidence-based HRM: a Global Forum for Empirical Scholarship Pub Date : 2023-11-17 DOI: 10.1108/ebhrm-12-2022-0302

Yumei Yang, Hannah Mai Thu Hue, Sachiko Takeda

{"title":"Turnover intention among Vietnamese millennials in the workplace","authors":"Yumei Yang, Hannah Mai Thu Hue, Sachiko Takeda","doi":"10.1108/ebhrm-12-2022-0302","DOIUrl":"https://doi.org/10.1108/ebhrm-12-2022-0302","url":null,"abstract":"PurposeDrawing upon the framework of social exchange theory, this study investigated the influence of work-life balance, procedural justice and distributive justice on job satisfaction and turnover intention among Vietnamese millennials.Design/methodology/approachEmploying a quantitative research method, the authors collected a sample of 258 millennial participants in Vietnam. Utilizing the method of multiple regression analysis, the collected data were rigorously examined.FindingsThe results showed that job satisfaction is negatively related to the turnover intention of the millennial generation in Vietnam. Distributive justice is a stronger predictor of job satisfaction than procedural justice. Of particular note, the study revealed an intriguing result: work-life balance does not have a significant influence on job satisfaction among millennials.Practical implicationsLeveraging insights from national cultural theories, the authors' findings provide some insightful explanations of what drives millennials in Vietnam to consider leaving their organizations.Social implicationsThe study provides some insights for policymakers in Vietnam and other similar developing countries to reform their approach at managing the millennial generation.Originality/valueThe research addresses the existing gap in literature by delving into the underlying factors driving the propensity of Vietnamese millennials to frequently switch jobs.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"72 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-11-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139264628","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

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