工作场所不文明现象、感知到的上司支持、工作满意度对导致员工绩效和离职意向的组织认同的影响

B. M. Nilasari, Muhammad Fikri Rahadian Utama
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引用次数: 0

摘要

目的:本研究分析了工作场所不文明现象、感知到的主管支持、工作满意度对组织认同的影响及其对员工绩效和离职意向的影响。理论框架:工作场所的不文明行为与一系列工作态度、压力指标和行为有关,无论是对遭遇不文明行为的人还是对参与不文明行为的人而言都是如此。所经历的不文明行为与工作满意度低、员工绩效不达标、压力大、职业倦怠以及强烈的离职意愿密切相关。感知到的上司支持是指员工对其上司在多大程度上重视他们的贡献和关心他们的福利的感知。设计/方法/途径:采用目的抽样法确定样本,涉及雅加达可再生能源行业的 210 名员工。分析工具是使用 AMOS 22.0 版本的结构方程模型(SEM)。研究结果研究发现,工作场所的不文明行为不会影响组织认同,但感知到的主管支持和工作满意度会对组织认同产生影响。组织认同对员工绩效和离职意向有影响,但员工绩效并不影响雅加达可再生能源行业员工的离职意向。研究、实践和社会意义:从本研究的结果中,管理层可以习惯于上级应更加关注员工绩效的文化。此外,管理层可以将员工视为公司的一部分,这样员工就会对自己在公司的身份更有信心,从而提高组织认同感。事实证明,高度的组织认同能提高员工绩效,降低员工离职意向。原创性/价值:本研究与以往研究的不同之处在于增加了离职意向变量。研究在印度尼西亚雅加达的可再生能源公司进行。这是本研究的独特性和原创性所在。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
THE EFFECT OF WORKPLACE INCIVILITY, PERCEIVED SUPERVISOR SUPPORT, JOB SATISFACTION ON ORGANIZATIONAL IDENTIFICATION THAT RESULTS EMPLOYEE PERFORMANCE AND TURNOVER INTENTION
Purpose: This study analyses the influence of Workplace Incivility, Perceived Supervisor Support, Job Satisfaction on Organizational Identification and its implications for Employee Performance and Turnover Intention.   Theoretical Framework: Workplace incivility is related to a range of work attitudes, stress indicators, and behaviours, both for the person experiencing incivility as well as for those engaging in uncivilised behaviour. The incivility experienced is closely associated with low job satisfaction and sub-optimal employee performance, high levels of stress and burnout, and a strong desire to leave the job. Perceived supervisor support refers to the perception among employees of how much their supervisors value their contributions and care about their well-being.   Design/Methodology/Approach: Determination of the sample using purposive sampling method involving employees who work in the renewable energy industry in Jakarta as many as 210 respondents. Analysis tool is Structural Equation Modeling (SEM) using AMOS version 22.0.   Findings: It was found that Workplace Incivility does not affect Organizational Identification but, Perceived Supervisor Support and Job Satisfaction have an influence on Organizational Identification. The implication of Organizational Identification has an influence on Employee Performance and Turnover Intention, but Employee Performance does not affect the Turnover Intention of employees working in renewable energy in Jakarta.   Research, Practical & Social Implications: From the results of this study, management can get used to the culture that superiors should pay more attention to the performance of employees. In addition, management can consider that employees are part of the company, with this, employees will be more confident in their identity in the company which will increase Organizational Identification. High Organizational Identification is proven to improve Employee Performance and reduce Turnover Intention of employees.   Originality/Value: The addition of turnover intention variables is the difference between this research and the previous one. The research was conducted in renewable  energy company in Jakarta, Indonesia. This is the uniqueness and originality of this research.
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