Model zamiaru opuszczenia organizacji : kluczowa rola współpracy przełożony-pracownik

• Autorzy: Marcin Wnuk

Warianty tytułu

The Intent to Quit the Organization Model : the Key Role of Supervisor-Employee Cooperation

• Języki publikacji: PL

Abstrakty

Celem projektu była weryfikacja modelu zamiaru opuszczenia organizacji w oparciu o zmienne organizacyjne związane ze współpracą przełożony-podwładny. W badaniu wzięło udział 477 pracowników jednej z organizacji. Postrzegane przez pracownika wsparcie otrzymywane od organizacji (POS) częściowo pośredniczyło między sprawiedliwością dystrybucyjną a przywiązaniem emocjonalnym oraz chęcią odejścia z organizacji. Postrzegane wsparcie ze strony organizacji było również częściowym mediatorem w relacji między postrzeganym wsparciem otrzymywanym od przełożonego (PSS) a przywiązaniem emocjonalnym i chęcią opuszczenia organizacji. Konstatowane wsparcie udzielane przez przełożonego całkowicie pośredniczyło między sprawiedliwością interpersonalną a przywiązaniem emocjonalnym do organizacji, postrzeganym wsparciem udzielanym przez organizację oraz chęcią jej opuszczenia. (abstrakt oryginalny)

EN

The aim of the study was to verify the model of intent to quit the organization on the basis of organizational variables related to cooperation between the superior and the employee. A total of 477 employees from a single organization took part in the study. In part, perceived organizational support (POS) mediated between distributive justice and emotional commitment as well as intent to quit the organization. In the same vein, perceived organizational support was a partial mediator in relations between perceived supervisor support (PSS) and emotional commitment as well as intent to quit the organization. Moreover, perceived supervisor support totally mediated between interpersonal justice and perceived organizational support, emotional commitment as well as intent to quit the organization. (original abstract)

Słowa kluczowe

PL

Sprawiedliwość; Pracownicy w organizacji; Pozytywne relacje w pracy; Zarządzanie zasobami ludzkimi; Relacje kierownik-podwładny; Wyniki badań

EN

Justice; Employees in the organization; Positive relationships at work; Human Resources Management (HRM); Manager-subordinate relationships; Research results

• Czasopismo: Zarządzanie Zasobami Ludzkimi
• Rocznik: 2018
• Numer: nr 1
• Strony: 45--67

Twórcy

autor

Marcin Wnuk

• Uniwersytet im. Adama Mickiewicza w Poznaniu

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