我应该留下还是离开——考察知识共享系统、工作构思和工作意义在影响员工留下意愿方面的作用

IF 3 Q2 MANAGEMENT
Parul Malik, Pooja Malik
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引用次数: 0

摘要

目的基于情感事件理论和自我概念理论,探讨知识共享系统、工作塑造、工作意义与员工留任意愿之间的关系。设计/方法/方法在本研究中,作者进行了一项时间滞后调查,以分析知识共享系统、工作制作、工作意义与员工留在组织的意愿之间的关系。研究样本包括在印度IT组织工作的358名Y世代员工。结果采用Process和Hayes宏观过程进行分析。研究结果表明,在Y世代员工中,知识共享系统、工作塑造、工作意义和留任意愿之间存在显著关系。此外,研究结果表明,知识共享制度通过工作制作和工作意义的顺序中介,直接和间接地影响员工的留下来意愿。在当今这个激烈竞争和“人才战争”的时代,留住有才能的专业人士已成为组织的首要任务。与前几代人相比,新一代,即Y世代和Z世代,由于完全不同的需求而进入劳动力市场,这变得更具挑战性。因此,本研究提供了一个整合的框架,组织从业者可以利用它来提高他们的年轻人才的保留。尽管人们对知识共享的概念越来越感兴趣,但很少有研究调查知识共享系统与Y世代员工留下意愿之间的关系。此外,研究还缺乏对知识共享系统如何提高工作制作和工作意义的潜在机制的研究,这可能会增加Y一代员工留在组织中的意愿。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Should I stay or move on—examining the roles of knowledge sharing system, job crafting, and meaningfulness in work in influencing employees' intention to stay
Purpose Based on the affective events and self-concept theories, this study aims to examine the relationship between knowledge sharing system, job crafting, meaningfulness in work and employees' intention to stay with the organization. Design/methodology/approach In the present study, the authors conducted a time-lagged survey for analyzing the association between knowledge sharing system, job crafting, meaningfulness in work and employees' intention to stay with the organization. The study sample comprises 358 Generation Y employees working in Indian IT organizations. Results were analyzed using Process and Hayes macro process. Findings The study findings suggest significant relationships between knowledge sharing system, job crafting, meaningfulness in work and intention to stay among Gen Y employees. Moreover, the results demonstrated that knowledge sharing system, directly and indirectly, impacts employees' intention to stay via sequential mediation of job crafting and meaningfulness in work. Practical implications In today's era of hyper-competition and “war for talent,” retaining talented professionals has become the topmost priority for organizations. This becomes even more challenging with new generations, Gen Y and Z, entering the workforce driven by entirely different needs compared to earlier generations. Thus, the present study offers an integrated framework that organizational practitioners could utilize to enhance the retention of their young talented professionals. Originality/value Despite the emerging interest in the concept of knowledge sharing, few studies investigated the association between knowledge sharing system and intention to stay among Gen Y employees. Also, research still lacks in examining the underlying mechanism of how knowledge sharing system may enhance job crafting and meaningfulness in work, which could fuel Gen Y employees' intention to stay with the organization.
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来源期刊
CiteScore
5.20
自引率
9.10%
发文量
31
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