Purpose

This paper aims to examine a moderated mediation model for answering how and why work meaningfulness influences career satisfaction through job embeddedness as an intervening mechanism. There is also an investigation of how work-based social support from supervisors and co-workers are contingent upon such effect.

Design/methodology/approach

Data were collected from 1,137 accountants in various disciplines from one of the largest corporations in Thailand, including its numerous subsidiaries and joint ventures. The hypotheses were tested and analyzed by means of structural equation modeling, hierarchical regression and a bootstrapping procedure.

Findings

The results reveal that the direct relationship between meaningful work and career satisfaction was partially mediated by job embeddedness. Perceptions of supervisor and co-worker support were found to have moderating effects on meaningful work and job embeddedness. However, the conditional indirect effect was only confirmed for supervisor support.

Research limitations/implications

The generalizability of the findings may be narrow due to the nature of the sample, which involved only one occupation. Future research may expand the generalizability by considering different vocations, business contexts and industries.

Practical implications

This study offers important implications to researchers and practitioners by highlighting that an integrative model of organizational factors should be considered in managing human resources.

Originality/value

This research is among the initial attempts to extend relevant knowledge in the fields of meaningful work and job embeddedness by identifying organizational mechanisms that amplify the structural relationship.

中文翻译：

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有意义的职业满意度工作：工作嵌入和基于工作的社会支持的调节中介模型

目的

本文旨在研究一个有调节的中介模型，以回答工作意义如何以及为什么通过工作嵌入作为一种干预机制来影响职业满意度。还有一项关于来自主管和同事的基于工作的社会支持如何取决于这种影响的调查。

设计/方法/方法

数据来自泰国最大的公司之一（包括其众多子公司和合资企业）的不同学科的 1,137 名会计师。通过结构方程模型、层次回归和自举程序对假设进行了测试和分析。

发现

结果表明，有意义的工作和职业满意度之间的直接关系部分是由工作嵌入性介导的。发现对主管和同事支持的看法对有意义的工作和工作嵌入具有调节作用。然而，有条件的间接影响仅在主管支持下得到证实。

研究限制/影响

由于样本的性质，调查结果的普遍性可能很窄，样本只涉及一种职业。未来的研究可能会通过考虑不同的职业、商业环境和行业来扩大普遍性。

实际影响

本研究强调在管理人力资源时应考虑组织因素的综合模型，为研究人员和从业人员提供了重要的启示。

原创性/价值

这项研究是通过确定放大结构关系的组织机制来扩展有意义的工作和工作嵌入领域相关知识的初步尝试之一。