职业压力对员工离职意向的中介作用:服务氛围和情绪调节

IF 3.3 Q2 BUSINESS
D. Gautam, P. Gautam
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引用次数: 4

摘要

目的研究职业压力对银行业员工离职意愿的影响。研究了服务氛围和员工情绪调节在职业压力与离职意愿之间的中介作用。设计/方法/方法本研究采用分层抽样技术,根据27家银行中排名前5和排名后5的银行的财务业绩,从10家商业银行的员工中收集数据。数据分两个阶段收集,第一阶段来自465名员工的职业压力源,第二阶段来自第一阶段参与者中408名员工的离职意向、服务氛围和情绪调节。采用Harman单因素检验法检验常用方法的偏倚。采用验证性因子分析、回归分析和Preacher和Hayes过程宏观方法检验中介效应。研究发现,工作量(WL)、角色模糊性和成长机会预期三个因素被确定为银行业的职业压力源,预测整体职业压力与离职意愿呈正相关。服务氛围和员工情绪调节能力在压力和离职意向之间起中介作用。结果还显示,控制变量在预测职业压力和离职意向方面没有显著作用。实际含义本研究表明,员工的WL、角色模糊性和成长机会期望会给员工带来压力,从而导致员工产生离职意向。为了在竞争环境中取得成功,银行业管理者可以通过改善服务环境和制定政策和方案来应对压力源,以加强情绪调节,这是加强社会交换理论在员工承诺中的互惠方法的证据。原创性/价值本研究为社会交换理论做出了贡献,并试图填补发展中国家在人员心理、人力资本和组织管理方面实证研究的空白。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Occupational stress for employee turnover intention: mediation effect of service climate and emotion regulation
PurposeThis study examines the effect of occupational stress on turnover intention of employees working in the banking industry. The authors examine the mediating effects of service climate and emotional regulations of the employees in the relationship between occupational stress and intention to leave the organization.Design/methodology/approachThis study followed stratified sampling technique for data collection from employees of ten commercial banks based on the banks' financial performance of top 5 and bottom 5 out of 27 banks. Data were collected at 2 stages, first from 465 employees for occupational stressors and second from 408 employees among the participants in the first stage for turnover intention, service climate and emotional regulation. Harman’s one-factor test was conducted to examine the common method bias. Confirmatory factor analysis (CFA), regression analysis and Preacher and Hayes Process Macro approach were used to examine mediation effect.FindingsThree factors, namely workload (WL), role ambiguity and growth opportunity expectations were identified as the occupational stressors in the banking industry, predicting a positive relation of overall occupational stress to the intention to turnover. Service climate and the employees’ emotion regulation ability mediate the relationship between stress and turnover intention. Results also revealed no significant role of control variables in predicting occupational stress and turnover intention.Practical implicationsThis study implies that the WL, role ambiguity and growth opportunity expectations of the employees cause stress in employees which may lead to have turnover intention. In order to get success in competitive environment, managers of banking industry can address stressors by enhancing service climate and formulating policies and programs to strengthen the emotion regulation which is evidence to strengthen the reciprocity approach of social exchange theory in employees’ commitment.Originality/valueThis study contributes to the social exchange theory and attempts to fulfill the gaps in empirical research on personnel psychology, human capital\ and organization management in developing countries.
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来源期刊
CiteScore
7.20
自引率
13.20%
发文量
69
期刊介绍: The Asia Pacific Journal of Business Administration (APJBA) publishes original research on: Business Strategy and Policy, Accounting and Board Governance, Marketing and People Management, and Operations and Supply Chain Management. The journal welcomes practical and skill-based submissions in these areas. There is particular interest in submissions regarding: Sustainable Business Practices, Quality Management Practices, Innovation and Creativity in Management, as well as Managing a Learning Organisation. The Asia Pacific region is full of collaborations between government, NGOs and private enterprise. Submissions are welcome which contribute to our understanding of partnerships and the cross-cultural issues. Research methods vary, and the journal is interested in the full diverse of qualitative (case and action research, etc) as well as quantitative survey studies and their recommendations. The APJBA seeks to become a forum for both established scholars and early career researchers in all aspects of management and business in the Asia-Pacific region. Emphasis is on rigour and relevance, on theory and practice, in a globalised scholarly environment.
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