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论文作者:英语论文论文属性:短文 essay登出时间:2015-01-08编辑:pesix4点击率:7207
论文字数:2203论文编号:org201501072018346436语种:英语 English地区:美国价格:免费论文
关键词:Competitive Advantage保持组织人力资源管理
摘要:本文主要介绍了保持组织的竞争优势是关键的话题。作者认为,组织都会采取许多不同的政策来获得和保持其优势从而来超过其竞争对手,从而来发展和管理自己的组织。
H2: perceived supervisor support has positive relationship with turnover intension
离职的意图---Turnover Intention:
Losing their highly qualified and trained employees is alarming situation for the organization. Pile of research is available on employee turnover and organizational commitment (Gamble & Huang, 2008; Chen & Francesco, 2003). Minimal turnover intension is an organizational performance outcome furthermore organizational commitment is highly correlated with organizational level outcomes (Shore & Martin, 1989) . Developing countries like Pakistan is facing lower employee retention in IT sector. Researcher enlightened three major reasons of turnover in particular sector is organizational commitment, job satisfaction and accessibility of new job opportunities. First two variables have positive but third variable have negative association with turnover intention (Rahman, Naqvi, & Ramay, 2008). Training causes emotional attachment with the organization by giving perception of employer’s care about his employees. Causal relationship between affective commitment and turnover is also available in literature (Newman, Thanacoody, & Hui, 2011; Cheng & Stockdale, 2003; Steers, 1977). These literature evidences lead us to the following hypothesis
H3: Affective commitment has negative relationship with employee turnover intention.