Nonmonetary recognition originates from various sources (distal and proximal) and research has yet to examine the interplay among them. Results of a 2-year time-lagged study (N = 221), employing polynomial regression and response surface analysis, revealed that when distal organisational nonmonetary recognition is aligned with recognition from proximal sources, employees had lower turnover intentions and, indirectly, were less likely to quit 2 years later. For the most part, these relationships do not differ significantly based on the level at which alignment of distal and proximal recognition occurs. In terms of contrasts, when distal recognition exceeds the level of proximal recognition from the supervisor, turnover intentions are higher. For other proximal sources (co-workers, physicians and patients), turnover intentions were higher irrespective of the type of contrast. This study adds to the strategic HRM literature by showing that contrasts between distal and proximal recognition undermine HR practice perception and employees' organisational attachment.

中文翻译：

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员工对非金钱认可实践和营业额的看法：认可来源对齐和对比是否重要？

非货币认可源自各种来源（远端和近端），研究尚未检验它们之间的相互作用。一项 2 年滞后研究的结果（N = 221)，采用多项式回归和响应面分析表明，当远端组织的非货币认可与近端来源的认可一致时，员工的离职意愿较低，并且间接地在 2 年后退出的可能性较小。在大多数情况下，这些关系在远端和近端识别发生对齐的水平上没有显着差异。就对比而言，当远端识别超过主管的近端识别水平时，离职意愿更高。对于其他近端来源（同事、医生和患者），无论对比类型如何，离职意向都较高。