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Role of perceived HRM toward workplace bullying and turnover intention: mediating role of resilience and psychological health
Asia-Pacific Journal of Business Administration Pub Date : 2021-07-01 , DOI: 10.1108/apjba-12-2020-0448
Noopur , Richa Burman

Purpose

The present research work has tried to investigate the impact of workplace bullying (WB) on turnover intention (TI); the study has also analyzed the effect of psychological health (PH) and resilience (RS) indirectly as mediators in between WB and TI. Further, the role of perceived HRM as a moderator directly and through RS has been tested. The study has been carried in the context of Indian IT sector.

Design/methodology/approach

The analysis of the moderated mediation model was done through PLS-SEM, owing to the medium size of the sample. SmartPLS 3 was used to check on the psychometric principles if any for the measurement model and also adopt a two-step analysis for the proposed model.

Findings

The findings of the present study have validated the empirical model, showing a significant relationship in between the proposed constructs. WB had a positive impact on TI whereas PH and RS turned out to be partial mediators but there was no evidence as to which mediator had a larger impact. Further, perceived HRM served as a moderator in between WB and TI and also through RS.

Originality/value

The study is first of its kind which has tried to investigate an exhaustive mediated moderation model in the Indian IT sector. The study has postulated that it is not just the HRM content but the perceptions of employees toward HRM which can be beneficial in resolving sensitive issues such as WB and eventually turnover intents.



中文翻译:

感知人力资源管理对工作场所欺凌和离职倾向的作用:弹性和心理健康的中介作用

目的

目前的研究工作试图调查工作场所欺凌(WB)对离职意向(TI)的影响;该研究还间接分析了心理健康 (PH) 和弹性 (RS) 作为 WB 和 TI 之间的中介的影响。此外,已经测试了感知 HRM 直接和通过 RS 作为调节器的作用。该研究是在印度 IT 部门的背景下进行的。

设计/方法/方法

由于样本大小适中,调节中介模型的分析是通过 PLS-SEM 完成的。SmartPLS 3 用于检查测量模型的心理测量原理(如果有),并且还对所提出的模型采用两步分析。

发现

本研究的结果验证了经验模型,表明所提出的结构之间存在显着关系。WB 对 TI 有积极影响,而 PH 和 RS 被证明是部分中介,但没有证据表明哪个中介有更大的影响。此外,感知 HRM 在 WB 和 TI 之间以及通过 RS 充当调解器。

原创性/价值

该研究是同类研究中的第一个,它试图调查印度 IT 部门中详尽的中介调节模型。该研究假设,不仅是 HRM 内容,而且员工对 HRM 的看法也有助于解决敏感问题,例如 WB 和最终的离职意图。

更新日期:2021-07-01
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