Employee Value Proposition and Turnover Intention: Mediating Role of Employee Engagement

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：89

、訪客IP：18.221.52.77

姓名

貝爾特(Beltran, Jose Maria Immanuel M.) 查詢紙本館藏

畢業系所

國際經營管理碩士學位學程

論文名稱

(Employee Value Proposition and Turnover Intention: Mediating Role of Employee Engagement)

★ Pay Transparency and Employee Engagement: the Moderating Effect of Organizational Justice

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

本論文探討了員工價值主張（Employee Value Proposition，EVP）、員工敬業度（Employee Engagement，EE）和離職意圖（Turnover Intention，TI）之間的複雜動態，特別是在菲律賓勞動市場的背景下。基於社會交換理論（Social Exchange Theory，SET），本研究檢視了EVP如何影響TI，並特別關注EE的中介角色。本研究採用量化研究方法，通過問卷調查分發給菲律賓各個行業的員工，共收集了317份完整的問卷。

研究框架整合了SET，探討雇主與員工之間的互惠關係，假設強大的EVP與TI呈負相關。此外，本論文提出EE（包括認知、情感和行為敬業度）在EVP與TI的關係中起中介作用。研究運用驗證性因素分析和結構方程模型對數據進行分析，提供了EVP通過EE對TI的直接和間接影響的見解。

主要研究結果顯示，EVP對EE和TI有顯著影響。研究確認EE並未在EVP與TI的關係中起中介作用。這些結果的意涵深遠，表明組織可以通過加強EVP和促進員工敬業度來提高員工留任率。

本研究通過提供發展中經濟體中員工留任策略的本地化視角，為現有知識體系做出了貢獻。研究強調理解文化、組織和經濟因素在塑造EVP及其對勞動力穩定性影響中的重要性。論文最後提出了實際建議，幫助組織改進其EVP，從而減少離職率並促進員工的忠誠度。

摘要(英)

This paper investigates the intricate dynamics between Employee Value Proposition (EVP), Employee Engagement (EE), and Turnover Intention (TI) within the context of the Philippines’ labor market. Drawing upon Social Exchange Theory (SET), the research examines how EVP influences TI, with a particular focus on the mediating role of EE. The research framework integrates SET to explore the reciprocal relationship between employers and employees, hypothesizing that a robust EVP negatively correlates with TI. Additionally, the thesis proposes that EE, encompassing cognitive, emotional, and behavioral engagement, mediates the EVP-TI relationship. The study employs a quantitative research method, analyzing data from 317 employees across various sectors in the Philippines. Utilizing Structural Equation Modeling, this study examined the direct and indirect effects of EVP on TI through EE.
Key findings reveal that EVP significantly impacts EE and TI. Additionally, EE is negatively related to TI. However, tests for mediation reveal that EE does not significantly mediate the relationship between EVP and TI. The results suggest that organizations aiming to improve employee retention should focus on enhancing their EVP and fostering higher levels of employee engagement.
This research contributes to the existing body of knowledge by offering a localized perspective on employee retention strategies in developing economies. The paper concludes with practical recommendations for organizations to improve their EVP, thereby reducing turnover and promoting a committed workforce.
Keywords: Employee value proposition, Employee engagement, Turnover intention, Social exchange theory, Philippines labor market

關鍵字(中)

★ 員工價值主張
★ 員工投入度
★ 流失意圖
★ 社會交換理論
★ 菲律賓勞動市場

關鍵字(英)

★ Employee value proposition
★ Employee engagement
★ Turnover intention
★ Social exchange theory
★ Philippines labor market

論文目次

Chinese Abstract .................................................................................................................. i
English Abstract .................................................................................................................. ii
Acknowledgments .................................................................................................................. iii
Table of Contents .................................................................................................................. iv
List of Figures .................................................................................................................. vi
List of Tables .................................................................................................................. vii
Chapter I Introduction............................................................................................... 1
Chapter II Review of Related Literature and Hypothesis Development.................. 5
2-1 Social Exchange Theory (SET)................................................................. 5
2-2 Employee Value Proposition (EVP) ........................................................ 7
2-3 Turnover Intention (TI) ............................................................................ 9
2-4 Employee Engagement (EE) .................................................................... 11
2-5 EVP and TI............................................................................................... 13
2-6 EVP and Employee Engagement............................................................... 14
2-7 EE and TI.................................................................................................. 16
Chapter III Methods.................................................................................................... 18
3-1 Research Method...................................................................................... 18
3-2 Sample and Procedure.............................................................................. 19
3-3 Measurements........................................................................................... 20
3-3-1 Employee Value Proposition as Independent Variable............................ 20
3-3-2 Turnover Intention as Dependent Variable.............................................. 20
3-3-3 Employee Engagement as Mediating Variable........................................ 21
3-3-4 Control Variables...................................................................................... 21
Chapter IV Results...................................................................................................... 22
4-1 Descriptive Statistics................................................................................ 22
4-2 Reliability Analysis.................................................................................. 22
4-3 Confirmatory Factor Analysis.................................................................. 23
4-4 Correlations.............................................................................................. 26
4-5 Multiple Regression Analysis................................................................... 28
4-5-1 Multiple Regression Analysis using EVP to predict Turnover Intention 28
4-5-2 Multiple Regression Analysis Using EVP Subfactors to Predict Turnover Intention.................................................................................... 29
4-5-3 Regression Analysis with Normalized Predictors.................................... 30
4-6 Path Analysis............................................................................................ 30
4-7 Mediation Analysis................................................................................... 33
4-7-1 Effect of EVP on EE................................................................................. 33
4-7-2 Effect of EE on TI (Including EVP as a predictor) ................................. 34
4-8 Post-hoc Analysis..................................................................................... 37
4-8-1 ANOVA/MANOVA................................................................................. 37
4-8-2 Moderation Analysis................................................................................. 38
Chapter V Discussion................................................................................................. 39
Chapter VI Conclusion................................................................................................ 44
6-1 Summary of Findings................................................................................ 44
6-2 Theoretical Contributions.......................................................................... 44
6-3 Practical Implications................................................................................ 45
6-4 Limitations for Future Research............................................................... 46
6-5 Conclusion................................................................................................ 47
References .................................................................................................................. 48
Appendix A Employer Attractiveness Scale (Shuck, 2016)......................................... 57
Appendix B Turnover Intention Scale (TIS-6) (Bothma & Roodt, 2016).................... 58
Appendix C Employee Engagement Scale (Shuck, 2017)............................................ 59
Appendix D Supplementary Analyses.......................................................................... 60
D-1 Analysis of Residuals............................................................................... 60
D-2 Q-Q Analysis............................................................................................ 61
D-3 Scale-Location Plot................................................................................... 61
D-4 Residuals vs Leverage Plot....................................................................... 62

參考文獻

Abbassi, S. M., & Hollman, K. W. (2000). Turnover: The Real Bottom Line. The Journal of Public Personnel Management, 29(3), 333-342. https://doi.org/10.1177/009102600002900303
Abd-Ellatif, E. E., Anwar, M. M., AlJifri, A. A., & El Dalatony, M. M. (2021). Fear of COVID-19 and its impact on job satisfaction and turnover intention among Egyptian physicians. Safety and Health at Work, 12(4), 490-495. https://doi.org/10.1016/j.shaw.2021.07.007
Ahmad, R., Nawaz, M. R., Ishaq, M. I., Khan, M. M., & Ashraf, H. A. (2023). Social exchange theory: Systematic review and future directions. Frontiers in Psychology, 13, 1015921. https://doi.org/10.3389/fpsyg.2022.1015921
Ahmad, R., Aidara, S., Che Nawi, N. B., Permarupan, P. Y., Zainol, N. R. B., & Kakar, A. S. (2023). Turnover intention and its antecedents: The mediating role of work–life balance and the moderating role of job opportunity. Frontiers in Psychology, 14, 1137945. https://doi.org/10.3389/fpsyg.2023.1137945
Ambler, T., & Barrow, S. (1996). The employer brand. Journal of Brand Management, 4, 185-206. https://doi.org/10.1057/bm.1996.42
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management, 63(3), 308-323.
Arasanmi, C. N., & Krishna, A. (2019). Linking the employee value proposition (EVP) to employee behavioural outcomes. Industrial and Commercial Training, 51(7/8), 387-395.
Ariella, S., (2023, February 7). 27 Us Employee Turnover Statistics [2023]: Average Employee Turnover Rate, Industry Comparisons, And Trends. Zippia. https://www.zippia.com/advice/employee-turnover-statistics/
Asri, C., (2022). Turnover Intention: A Literature Review. Journal of Business Studies and Management Review, 5, 337-341. https://doi.org/10.22437/jbsmr.v5i2.16410
Bakker, A. B., & Demerouti, E. (2007). The job demands‐resources model: State of the art. Journal of Managerial Psychology, 22(3), 309-328.
Beri, D., & Gulati, S. (2021). Employee Engagement as an Essential for Performance of Teachers. European Journal of Molecular & Clinical Medicine, 7(7), 6439-6443.
Berthon, P., Ewing, M., & Hah, L. (2005). Captivating company: dimensions of attractiveness in employer branding. International Journal of Advertising, 24(2), 151-172, https://doi.org/10.1080/02650487.2005.11072912
Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.
Böckerman, P., & Ilmakunnas, P. (2004). Job disamenities, job satisfaction, and on-the-job search: is there a nexus?. (December 2004). HECER Discussion Paper No. 36, Available at SSRN: https://ssrn.com/abstract=642542 or http://dx.doi.org/10.2139/ssrn.642542
Bothma, C., & Roodt, G. (2013). The validation of the turnover intention scale. SA Journal of Human Resource Management/SA Tydskrifvir Menslikehulpbronbestuur, 11(1), Art. #507, 12 pages. http://dx.doi.org/10.4102/sajhrm.v11i1.507
Chen, X., Al Mamun, A., Hussain, W. M. H. W., Jingzu, G., Yang, Q., & Shami, S. S. A. A. (2023). Envisaging the job satisfaction and turnover intention among the young workforce: Evidence from an emerging economy. Plos one, 18(6), e0287284. https://doi.org/10.1371/journal.pone.0287284
Cheng-Ping, C., & Wei-chen, C. (2009). Internal Marketing Practices and Employees′ Turnover Intentions in Tourism and Leisure Hotels.
Chew, J. and Chan, C.C.A. (2008). Human resource practices, organizational commitment and intention to stay. International Journal of Manpower, 29(6), 503-522. https://doi.org/10.1108/01437720810904194
Clack, L. (2021). Employee engagement: Keys to organizational success. The Palgrave Handbook of Workplace Well-Being, 1001-1028. https://doi.org/10.1007/978-3-030-30025-8_77
Cohen, G., Blake, R. S., & Goodman, D. (2016). Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate. Review of Public Personnel Administration, 36(3), 240-263.
Cropanzano, R., Mitchell, M. (2005). Social Exchange Theory: An Interdisciplinary Review Journal of Management, 31(6), December 2005 874-900 https://doi.org/10.1177/0149206305279602
Dassler, A., Khapova, S. N., Lysova, E. I., & Korotov, K. (2022). Employer attractiveness from an employee perspective: A systematic literature review. Frontiers in Psychology, 13, 858217. https://doi.org/10.3389/fpsyg.2022.858217
Davlembayeva, D. & Alamanos, E. (2023) Social Exchange Theory: A review. In S. Papagiannidis (Ed), TheoryHub Book. Available at https://open.ncl.ac.uk / ISBN: 9781739604400
Deloitte. (2023). Integrated Annual Report 2022-2023 | Our strategy in action: Employee Value Proposition. https://annualreport.deloitte.nl/63001008_1AA2AAA
Dharshini, M. G. P., & Sooriapriya, M. B. (2022). A Study and Review of Employee Value Proposition and Their Strengthen. International Journal of Innovative Research in Technology, 8(11) 264-267.
Ditiro, S. (2017). The Relationship between Employment Value Proposition, work Engagement and Turn Over intention. Nelson Mandela University.
DiVanna, J. (2003) Thinking Beyond Technology: Creating New Value in Business. Palgrave Macmillan (2003). https://doi.org/10.1057/9781403914491 ISBN:1403902550
DiVanna, J., & Rogers, J. (2005). People-the new asset on the balance sheet. Palgrave Macmillan (2005). https://doi.org/10.1057/9780230509573 ISBN 978-1-349-51899-9. S2CID 166916931.
Esen, E. (2005). U.S. Job recovery and retention poll findings. Society for Human Resource Management
Gould-Williams, J., & Davies, F. (2005). Using social exchange theory to predict the effects of HRM practice on employee outcomes: An analysis of public sector workers. Public Management Review, 7(1), 1-24. https://doi.org/10.1080/1471903042000339392
Gupta, S., Bhasin, J., & Mushtaq, S. (2021). Employer brand experience and organizational citizenship behavior: mediating role of employee engagement. Asia-Pacific Journal of Business Administration, 13(3), 357-382. https://doi.org/10.1108/APJBA-08-2020-0287
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of Applied Psychology, 87(2), 268-279.
Heger, B. K. (2007). Linking the employment value proposition (EVP) to employee engagement and business outcomes: Preliminary findings from a linkage research pilot study. Organization Development Journal, 25(2), 121-132.
Holtom, B. C., Mitchell, T. R., Lee, T. W., & Eberly, M. B. (2008). 5 turnover and retention research: a glance at the past, a closer review of the present, and a venture into the future. The Academy of Management Annals, 2(1), 231-274.
Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530-545.
Homans, G. C. (1958). Social behavior as exchange. American Journal of Sociology, 63(6), 597-606.
Jadah, T., (2023, August 16) Reduce Employee Turnover: 11 Proven Strategies to Turn the Tide. Applauz. https://www.applauz.me/resources/reduce-employee-turnover
Jiang, T.T. and Iles, P. (2011). Employer-brand equity, organisational attractiveness and talent management in the zhejiang private sector China. Journal of Technology Management in China, 6, 97-110.
Jo, Y., & Hong, A. J. (2022). Impact of agile learning on innovative behavior: A moderated mediation model of employee engagement and perceived organizational support. Frontiers in Psychology, 13, 900830. https://doi.org/10.3389/fpsyg.2022.900830
Juliantara, I. K., Sihombing, I. H. H., & Sulistyawati, N. L. K. S. (2020, December). The effect of employee engagement on turnover intention. In The International Conference on Business and Management Research (ICBMR 2020) (pp. 300-305). Atlantis Press.
Kahn, W.A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692-724.
Kahn, W. A. (1992). To be fully there: Psychological presence at work. Human Relations, 45(4), 321-349.
Kakar, A. S., Saufi, R. A., & Singh, H. (2018, August). Understanding linkage between human resource management practices and intention to leave: a moderated-mediation conceptual model. In Proceedings of the 1st International Conference on Information Management and Management Science (pp. 114-118).
Kaur, B., Mohindru, Pankaj, (2013). Antecedents of Turnover Intentions: A Literature Review. Global Journal of Management and Business Studies, 3 (10), 1219-1230
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
Kumar, P., Devadas, U., & Dhammika, K., (2021) Impact of Employee Value Proposition on Employee Retention: A conceptual paper. IJEBHB. 2021;2(3):19-29. Available From https://ijebhb.com/index.php/ijebhb/article/view/65
Kunerth, B. & Mosley, R. (2011). Applying employer brand management to employee engagement. Strategic HR Review, 10(3), 19-26. https://doi.org/10.1108/14754391111121874
Kurata, Y. B., Belisario, K. V. S., Mescala, M. M. D., & Valenzuela, R. L. L. Factors Affecting Employee Retention In The Philippine Business Process Outsourcing Industry: Integrating Job Embeddedness Theory.
Lazzari, M., Alvarez, J. M., & Ruggieri, S. (2022). Predicting and explaining employee turnover intention. International Journal of Data Science and Analytics, 14(3), 279-292. https://doi.org/10.1007/s41060-022-00329-w
Lee, D. Y., & Jo, Y. (2023). The job demands-resource model and performance: the mediating role of employee engagement. Frontiers in Psychology, 14, 1194018. https://doi.org/10.3389/fpsyg.2023.1194018
LinkedIn. (2023). Global Talent Trends Report 2023. https://www.pageexecutive.com/talent-trends/the-invisible-revolution
Loasby, B. J. (2007). The Ubiquity of Organization. Organization Studies, 28(11), 1729-1759. https://doi.org/10.1177/0170840607082665
Luther, D. (2023, December 1) 15 Tips to Reduce Employee Turnover and Improve Hiring and Retention in 2024. Netsuite. https://www.netsuite.com/portal/resource/articles/human-resources/reduce-employee-turnover.shtml
Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1(1), 3-30.
Mackenzie, K., (2023, March). The ‘new’ world of work: Did it happen as predicted in 2020? Workable. https://resources.workable.com/stories-and-insights/the-new-world-of-work-did-it-really-happen-as-predicted-in-2020
Malik, A., Pereira, V., Budhwar, P., Froese, F. J., Minbaeva, D., Sun, J., ... & Xue, S. (2022). Multilevel relational influences on HRM practices: a cross-country comparative reflective review of HRM practices in Asia. Asian Business & Management, 21(5), 745.
Mascarenhas, B.G. (2019). Employer Branding, Employee Value Proposition, and Employee Experience: New Approaches for People Management in Organizations. In: Thornton, G., Mansi, V., Carramenha, B., Cappellano, T. (eds) Strategic Employee Communication. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-319-97894-9_8
Maslach, C., Schaufelli, W.B. and Leiter, M.P. (2001), “Job burnout”, Annual Review of Psychology, 52, 397-422.
Maurer, R. (2017). Employer Value Propositions Are Brand Building Blocks. Society for Human Resource Management. https://www.shrm.org/topics-tools/news/talent-acquisition/employer-value-propositions-brand-building-blocks
Medallon, A. (2020). “Impact of Management Style and Leadership on Employee Retention.” Journal of Organizational Excellence, 12(3), 127–142.
Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The War for Talent. Harvard Business Press.
Mortensen., M., and Edmonson, A., (2023, January-February) Rethink Your Employee Value Proposition. Harvard Business Review. https://hbr.org/2023/01/rethink-your-employee-value-proposition
Muzaffar, S., & Javed, U. (2021). Training and development opportunities and turnover intentions post saudization. PalArch′s Journal of Archaeology of Egypt/Egyptology, 18(14), 521-531.
Nashwan, A. J., Abujaber, A. A., Villar, R. C., Nazarene, A., Al-Jabry, M. M., & Fradelos, E. C. (2021). Comparing the Impact of COVID-19 on Nurses’ Turnover Intentions before and during the Pandemic in Qatar. Journal of Personalized Medicine, 11(6), 456. https://doi.org/10.3390/jpm11060456
Nimon, K., Shuck, B., & Zigarmi, D. (2016). Construct overlap between employee engagement and job satisfaction: A function of semantic equivalence?. Journal of Happiness Studies, 17, 1149-1171. https://doi.org/10.1007/s10902-015-9636-6
Otoo, F.N.K. (2024), "Does employee engagement mediate the nexus of job resource and employee turnover intentions?", IIMT Journal of Management, In-press. https://doi.org/10.1108/IIMTJM-10-2023-0032
Park, J., Han, S. J., Kim, J., & Kim, W. (2022). Structural relationships among transformational leadership, affective organizational commitment, and job performance: the mediating role of employee engagement. European Journal of Training and Development, 46(9), 920-936. https://doi.org/10.1108/EJTD-10-2020-0149
Parker, S. K., & Griffin, M. A. (2011). Understanding active psychological states: Embedding engagement in a wider nomological net and closer attention to performance. European Journal of Work and Organizational Psychology, 20(1), 60-67.
Rahman, H. M., & Raju, V. (2020). Employee turnover intention through human resource management practices: a review of literature. International Research Journal of Multidisciplinary Scope (IRJMS), 1, 21-26. http://dx.doi.org/10.47857/irjms.2020.v01si02.035
Raj, B., & Asha–Polepeddi, J. (2010). Organizational brand commitment: a study of the influence of employee’s expectations at the workplace. The International Journal, 1(5), 313-331.
Raj, A. B. (2020). Employee Well-being through Internal Branding: An Integrated Approach for Achieving Employee-based Brand Outcomes. Global Business Review, 21(4), 1065-1086. https://doi.org/10.1177/0972150918779161
Raj, A. B. (2021). Impact of employee value proposition on employees’ intention to stay: moderating role of psychological contract and social identity. South Asian Journal of Business Studies, 10(2), 203-226.
Raja, S. (2020). Analysing the employee engagement: A study with special reference to private computer service centre at Chennai. SSRN. https://ssrn.com/abstract=3593211
Rich, B. L., LePine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53, 617–635. https://doi.org/10.5465/amj.2010.51468988
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714. https://doi.org/10.1037/0021-9010.87.4.698
Rounak, S. and Misra, R.K. (2020). Employee value proposition: an analysis of organizational factors – the way to enhance value perception. Development and Learning in Organizations, 34(6), 9-12. https://doi.org/10.1108/DLO-09-2019-0216
Sahoo (2024). A Systematic Literature Review on Enhancing Employee Engagement through Employee Value Proposition Measures. YMER. ISSN: 0044-0477
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600-619.
Sengupta, A., Bamel, U., & Singh, P. (2015). Value proposition framework: implications for employer branding. Decision, 42(3), 307-323.
Shen et al. (2020) The global prevalence of turnover intention among general practitioners: a systematic review and meta-analysis BMC Family Practice (2020) 21:246 https://doi.org/10.1186/s12875-020-01309-4
Shuck, B., & Wollard, K. (2010). Employee engagement and HRD: A seminal review of the foundations. Human Resource Development Review, 9(1), 89-110. https://doi.org/10.1177/1534484309353560
Shuck, B., Twyford, D., Reio Jr, T. G., & Shuck, A. (2014). Human resource development practices and employee engagement: Examining the connection with employee turnover intentions. Human Resource Development Quarterly, 25(2), 239-270. https://doi.org/10.1002/hrdq.21190
Shuck, B., Nimon, K., & Zigarmi, D. (2017). Untangling the predictive nomological validity of employee engagement: Partitioning variance in employee engagement using job attitude measures. Group & Organization Management, 42(1), 79-112. https://doi.org/10.1177/1059601116642364
Sivertzen, A. M., Nilsen, E. R., & Olafsen, A. H. (2013). Employer branding: employer attractiveness and the use of social media. Journal of Product & Brand Management, 22(7), 473-483. https://doi.org/10.1108/JPBM-09-2013-0393
Staw, B. M. (1980). The Consequences of Turnover. Journal of Occupational Behaviour, 1(4), 253–273. http://www.jstor.org/stable/3000143
Tanwar, K. & Prasad, A. (2016). Exploring the relationship between employer branding and employee retention. Global Business Review, 17(35), 1865-2065. https://doi.org/10.1177/0972150916631214
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta‐analytic findings. Personnel Psychology, 46(2), 259-293. https://doi.org/10.1111/j.1744-6570.1993.tb00874.x
Thibaut, J. W., & Kelley, H. H. (1959). The social psychology of groups. New York: Wiley.
Tolksdorf, K. H., Tischler, U., & Heinrichs, K. (2022). Correlates of turnover intention among nursing staff in the COVID-19 pandemic: a systematic review. BMC Nursing, 21(1), 174. https://doi.org/10.1186/s12912-022-00949-4
Towers Perrin (2003). Working today: understanding what drives employee engagement. The 2003 Towers Perrin Talent Report. https://studylib.net/doc/12886509/understanding-what-drives-employee-engagement-working-tod...
Udo, G.J., Guimãrães, T. and Igbaria, M. (1997), An investigation of the antecedents of turnover intention for manufacturing plant managers. International Journal of Operations & Production Management, 17(9), 912-930. https://doi.org/10.1108/01443579710171280
Veldsman, D., & Pauw, D. (2018). The relevance of the employee value proposition for retention in the VUCA world of work. Psychology of retention: Theory, Research and Practice, 75-89. https://doi.org/10.1007/978-3-319-98920-4_4
Verlinden (2024). Employee Value Proposition (EVP): All You Need to Know in 2024. Academy to Innovate HR. https://www.aihr.com/blog/employee-value-proposition-evp/
Wang, J. (2016). The antecedents of employee engagement: A comparative analysis between Finland and Asia.
Wenyan, Y., Arshad, M. A., & Chenshu, Y. (2024). The Impact of Human Resource Management Practices on Turnover Intention: A Literature Review. International Journal of Academic Research in Economics and Management and Sciences, 13(1), 254–271.
Wimalasiri, J. S., & Kouzmin, A. (2000). A comparative study of employee involvement initiatives in Hong Kong and the USA. International Journal of Manpower, 21(8), 614-634.
Wright, P. M., & McMahan, G. C. (1998). Exploring human capital: Putting ‘human’ back into strategic human resource management. Human Resource Management Journal, 8(3), 219-241
Wong, Y., Wong, Y., & Chi-sum Wong. (2015). An integrative model of turnover intention: Antecedents and their effects on employee performance in chinese joint ventures. Journal of Chinese Human Resources Management, 6(1), 71-90. doi: https://doi.org/10.1108/JCHRM-06-2014-0015
Work Institute (2019). 2019 Retention Report. https://workinstitute.com/retentionreport2019
Yücel, I., (2021). Transformational Leadership and Turnover Intentions: The Mediating Role of Employee Performance during the COVID-19 Pandemic. Administrative Sciences 11(3), 81. https://doi.org/10.3390/admsci11030081

指導教授

杜可婷(Tuliao, Kristine V.)

審核日期

2024-7-30

推文