感知
心理学
感知组织支持
联动装置(软件)
人力资源管理
社会心理学
人力资源
组织承诺
知识管理
管理
计算机科学
生物化学
基因
经济
神经科学
化学
标识
DOI:10.1111/j.1467-6486.2007.00710.x
摘要
abstract The purpose of the present study was to examine whether and how the quality of the employee–organization relationship (EOR) influences the relationship between employee perception of developmental human resource (HR) practices and employee outcomes. Analyses of 593 employees representing 64 local savings banks in Norway showed that four indicators of the EOR (perceived organizational support, affective organizational commitment, and procedural and interactional justice) moderated the relationship between perception of developmental HR practices and individual work performance. A strong and direct negative relationship was found between perception of developmental HR practices and turnover intention, but perceived procedural and interactional justice moderated this linkage. No support was found for a mediating role of the EOR indicators in the relationship between perception of developmental HR practices and employee outcomes. Implications and directions for future research are discussed.
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