| dc.description.abstract | In an era of fierce competition in the talent market, talent retention has become an issue that attracts attention. With the change of different generations in the workplace, the factors affecting the retention of organization members are becoming more and more diversified. Compared to external motivators such as salary and benefits, internal motivators such as the organization′s environment and atmosphere also have a deep impact on employees′ willingness to stay in the organization.
Amy C. Edmondson, a professor at Harvard Business School, has promoted the term psychological safety, which is widely discussed as an important factor contributing to an organization′s ability to innovate, achieve high performance, respond quickly to market changes, as well as respect and tolerance among team members. It can be seen that if employees can perceive such emotional value in the work environment, it can create a good working environment and retain talents in the organization, so that the organization can maintain its competitive advantage.
The purpose of this study is to evaluate the relationship between organizational climate, employee psychological safety, and retention. Interpersonal relationships climate, organizational identity climate, structures and standards climate are taken as the scope of organizational climate. To understand how organizational climate affects employees′ psychological safety and retention.
During this study, our survey sample group included 325 full-time employees from various organizations in Taiwan. Through regression analysis, we analyzed the relationship between organizational climate (including interpersonal relationships climate, organizational identity climate, structures and standards climate) and retention, and further explored whether employee psychological safety has a mediating effect between them.
The results found that:
(1) Organizational climate will have a significant positive impact on employees’ psychological safety, among which the interpersonal relationships climate, organizational identification climate, structures and standards climate will all have an impact.
(2) Employee psychological safety has a significant positive impact on retention intentions.
(3) Organizational climate will have a significant positive impact on retention, among which interpersonal relationships climate, organizational identification climate, structures and standards climate will all have an impact.
(4) Employee psychological safety is partially mediated by both organizational climate and retention, with interpersonal relationships climate, organizational identification climate, structures and standards climate all be affected. | en_US |