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Relationships among Satisfaction of HR Practices, Organizational Embeddedness and Turnover Intentions

Author: WenJiang
Tutor: ChenXueJun
School: Zhejiang University
Course: Business management
Keywords: Satisfaction of Human Resources Practices Strength of Human Resources Organizational Embeddedness Turnover Intention Job Search Behavior
CLC: F272.92
Type: Master's thesis
Year: 2012
Downloads: 235
Quote: 1
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Human resource practice is a general concept of various policies, instruments and systems that have an impact of staff’s attitudes, behavior and performance. The perception of employees’ satisfaction about human resource practice will affect the implementation of human resource practices and policy. In addition, the climate of enterprise’s human resource is formatted by employees’ common understanding and aware of enterprise’s strategy, practices, procedures and objectives as well as what is will be encouraged and rewarded in the enterprise. The strength of human resources climate will affect the impact of employees’ satisfaction of human resource practice on individual employees.This study investigates the impact of satisfaction of human resource practices on organizational embeddedness with SMEs’ staff as the research object. Firstly, on the basis of previous literature, this study summarized the content of the satisfaction of human resources practices and organizational embeddedness. Constructed the theoretical model according to relevant literature, a total of 300 questionnaires were handed out, using structural equation modeling to test the theoretical hypothesis.The current study draws several conclusions as follows:(1) The satisfaction of human resource practices can positively affect the level of organizational embeddedness; (2) Organizational embeddedness can have a negative impact on the intention to quit; (3) Organizational embeddedness can have a negative impact on job search behaviors; (4) Strength of human resource climate could moderate the relationship between the satisfaction of human resource practices and organizational embeddedness.There are several innovations in this study. Firstly, deepen the research of human resource practices and is the first time to investigate the antecedent variables of organizational embeddedness from the perspective of the satisfaction of human resources practices. What’s more, this study tested the relationship between these two variables through empirical research. Secondly, bring the strength of human resource climate to further explore the relationship. All in all, this study lays a foundation of the research of the satisfaction of human resources practices and the strength of human resources.

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