Jungmin Nam, Do Hui Kim and Jae Kang
Based on the humane entrepreneurship perspective, this study examines the mediating relationship of organizational trust (OT) between corporate entrepreneurship (CE) and turnover…
Abstract
Purpose
Based on the humane entrepreneurship perspective, this study examines the mediating relationship of organizational trust (OT) between corporate entrepreneurship (CE) and turnover intention (TI). In addition, it tests the moderating role of top talent management (TTM) between corporate entrepreneurship and OT.
Design/methodology/approach
This study uses a multi-level research method to provide a conceptually comprehensive understanding of how CE works in an organization by testing the relationship between organizational practices and employees' outcomes.
Findings
This study found the mediating role of OT between cooperate entrepreneurship and employee TI. The authors also found the moderating role of TTM between CE and OT.
Originality/value
In this study, it is meaningful that OT is set as a mediating variable to identify the relationship between CE and workers' attitudes (TI). Although previous studies have shown a positive correlation between CE and TI, there was a lack of specific research on the indirect process by which CE affects workers' attitudes. This study looked more closely at the impact of CE on workers' attitudes using a multiple quasi-analysis.
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The purpose of this paper is to examine the relationship between high commitment human resource practices (HCHRPs), conceptualized at the workplace level and employees’ attitudes…
Abstract
Purpose
The purpose of this paper is to examine the relationship between high commitment human resource practices (HCHRPs), conceptualized at the workplace level and employees’ attitudes, including affective commitment (AC) and turnover intention (TI). The study also tests the moderating role of cooperative labor–management relations (CLMR) between HCHRPs and organizational trust (OT).
Design/methodology/approach
Based on social exchange theory and trust commitment theory, the authors build a research model that explains employee behavior and empirically prove the model by using samples of 407 employees from South Korea. This study uses hierarchical linear regression and cross-level hypotheses based on hierarchical linear modeling.
Findings
The results demonstrate the positive impact of HCHRPs on an AC and TI, through OT. However, no moderating effect of CLMR between human resource management (HRM) practices and OT is observed.
Originality/value
Few theory-based studies test the direct linkage between HRM practices and outcomes. This study is designed with a multi-level research method to provide a conceptually comprehensive and deeper understanding of how HRM practices work in an organization by testing the relationship between organizational practices and employees’ outcomes.
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Minseong Kim, Jungmin Lee and Jihye Kim
This study investigates the role of grit in a work setting as well as interrelationships among work-related constructs among frontline employees of hotels. Based on the framework…
Abstract
This study investigates the role of grit in a work setting as well as interrelationships among work-related constructs among frontline employees of hotels. Based on the framework of grit and work-related constructs, this study proposes and tests a model that attempts to understand the dynamic relationship among the two dimensions of grit, customer orientation, job satisfaction, and job performance, with an emphasis on the moderating role of organizational tenure. The results indicate that consistency of interest significantly influences customer orientation, whereas perseverance of effort significantly affects job satisfaction. Job performance is significantly influenced by customer orientation and job satisfaction. The paths from perseverance of effort to customer orientation, from perseverance of effort to job satisfaction, and from consistency of interest to job satisfaction are significantly moderated by organizational tenure.