Abdul Samad Kakar, Roselina Binti Ahmad Saufi, H. Singh
{"title":"理解人力资源管理实践与离职意向之间的联系:一个有调节的中介概念模型","authors":"Abdul Samad Kakar, Roselina Binti Ahmad Saufi, H. Singh","doi":"10.1145/3277139.3277166","DOIUrl":null,"url":null,"abstract":"The concept of employees' turnover has been well documented in literature. However, the mechanism through which Perceived Human Resource Management Practices (HRMP) is linked to Intention to Leave (ITL) need further analysis. The present study proposes that employees' perception of HRMP affects Person Job Fit (PJ Fit), which, in turn, affects their (employees') intention to leave. In addition, we conceptualize that the indirect effect of HRMP on intention to leave is moderated by Job Opportunities (JO); meaning that in case of higher JO, the strength and/or the direction of relationship between HRMP and intention to leave may vary. Likewise, JO will also moderate the negative relationship between PJ Fit and intention to leave.","PeriodicalId":272703,"journal":{"name":"Proceedings of the 1st International Conference on Information Management and Management Science","volume":"67 1","pages":"0"},"PeriodicalIF":0.0000,"publicationDate":"2018-08-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"8","resultStr":"{\"title\":\"Understanding linkage between human resource management practices and intention to leave: a moderated-mediation conceptual model\",\"authors\":\"Abdul Samad Kakar, Roselina Binti Ahmad Saufi, H. Singh\",\"doi\":\"10.1145/3277139.3277166\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"The concept of employees' turnover has been well documented in literature. However, the mechanism through which Perceived Human Resource Management Practices (HRMP) is linked to Intention to Leave (ITL) need further analysis. The present study proposes that employees' perception of HRMP affects Person Job Fit (PJ Fit), which, in turn, affects their (employees') intention to leave. In addition, we conceptualize that the indirect effect of HRMP on intention to leave is moderated by Job Opportunities (JO); meaning that in case of higher JO, the strength and/or the direction of relationship between HRMP and intention to leave may vary. Likewise, JO will also moderate the negative relationship between PJ Fit and intention to leave.\",\"PeriodicalId\":272703,\"journal\":{\"name\":\"Proceedings of the 1st International Conference on Information Management and Management Science\",\"volume\":\"67 1\",\"pages\":\"0\"},\"PeriodicalIF\":0.0000,\"publicationDate\":\"2018-08-25\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"8\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Proceedings of the 1st International Conference on Information Management and Management Science\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.1145/3277139.3277166\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"\",\"JCRName\":\"\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Proceedings of the 1st International Conference on Information Management and Management Science","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1145/3277139.3277166","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"","JCRName":"","Score":null,"Total":0}
Understanding linkage between human resource management practices and intention to leave: a moderated-mediation conceptual model
The concept of employees' turnover has been well documented in literature. However, the mechanism through which Perceived Human Resource Management Practices (HRMP) is linked to Intention to Leave (ITL) need further analysis. The present study proposes that employees' perception of HRMP affects Person Job Fit (PJ Fit), which, in turn, affects their (employees') intention to leave. In addition, we conceptualize that the indirect effect of HRMP on intention to leave is moderated by Job Opportunities (JO); meaning that in case of higher JO, the strength and/or the direction of relationship between HRMP and intention to leave may vary. Likewise, JO will also moderate the negative relationship between PJ Fit and intention to leave.
求助内容：
应助结果提醒方式：
京公网安备 11010802042870号
