电信公司员工工作满意度之创造:组织支持感与工作压力为前因

IF 1.5 Q3 BUSINESS

International Journal of Learning and Intellectual Capital Pub Date : 2020-07-27 DOI:10.1504/ijlic.2020.10023756

A. Prasetio, G. Anggadwita, Nadya Ariana Dewi, Rizky Istitania

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引用次数: 0

摘要

工作满意度是公司留住员工的重要因素之一。印度尼西亚的电信公司继续努力通过各种计划和支持来发展其人力资源的专业性。本文实证研究了感知的组织支持和工作压力对电信公司工作满意度的影响。数据是从一家公共电信公司的员工样本中收集的；发放了200份问卷，回复率为51%。采用中介分析程序对研究假设进行检验。研究结果表明，感知的组织支持对工作满意度和工作压力有直接影响。工作压力不会影响工作满意度。这项研究实际上有助于作为管理指南，帮助公司为员工提供各种类型的支持和赋权。本研究进一步探讨了这些发现的含义。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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Creating employees job satisfaction in Telecommunication Company: Perceived organizational support and work stress as antecedents

Job satisfaction is one of the important factors when it comes to companies to retaining their employees. Telecommunication companies in Indonesia continue to strive to develop the professionalism of their human resources through various programs and support. This article empirically investigates the effect of the perceived organisational support and work stress on job satisfaction in a telecommunication company. The data was collected from a sample of employees in a public telecommunications company; 200 questionnaires were distributed with a 51% response rate. The mediation analysis procedure was carried out to test the research hypotheses. The results revealed that perceived organisational support has a direct effect on job satisfaction and work stress. Work stress does not affect job satisfaction. This study contributes practically as a management guide in terms of helping companies to provide various types of support and empowerment for their employees. The implications of these findings have been further explored in this study.

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来源期刊

International Journal of Learning and Intellectual Capital Business, Management and Accounting-Strategy and Management

CiteScore

3.20

自引率

59.10%

发文量

期刊介绍： Strategy management is concerned with understanding the forces and causes that explain performance differences between organisations. One approach studies industry structures as external determinants of organisational performance. An alternative approach focuses on internal resources and capabilities as sources of sustained competitive advantage. This is the resource and capabilities theory of the firm. On the other hand, the knowledge-based view of the firm considers the firm as a repository of knowledge-based resources and capabilities. To the extent that these resources and capabilities are unique, rare, difficult to imitate and non-substitutable, they confer sustained competitive advantage on the firm.