دانلود رایگان مقاله انگلیسی تاثیر جو سازمانی بر رابطه بین استرس شغلی و قصد ماندن - امرالد 2018

Abstract

Purpose – The purpose of this paper is to investigate the moderating influence of organizational climate in the relationship between job stress and intent to stay. Design/methodology/approach – This study has used a non-probability sampling design for data collection. A semi-structured questionnaire has been prepared and a street survey has been carried out at popular public places in Macau. Findings – This study shows that stressful employees working in organizations characterized by unsupportive organizational climate had far less desire to stay with the organization than those working in organizations with supportive organizational climate. Research limitations/implications – Street intercept survey is a technique of convenience sampling. This makes it difficult to generalize the study’s findings to the entire population. Originality/value – Few studies to date have paid attention to the influence of organizational climate between job stress and intent to stay. The multi-industry context from which the data are collected suggests that the results and findings are useful to managers and practitioners from across a broad range of business sectors.

Conclusions and recommendation

This study furthers our understanding of the job stress–intent-to-stay relationship by identifying organizational climate as a variable that can alter the strength of this relationship. Although there is already a voluminous amount of research examining the link between job stress and intent to stay, very few studies have attempted to find out what factors regulate the strength of this relationship. Similarly, organizational climate studies are important in their own right. In this regard, some of these studies used organizational climate to predict an outcome of interest. Others have examined its role in between various predictor–criterion relationships. However, very few studies have critically examined work climate’s influence in the job stress–intent-to-stay relationship. This study thus seeks to fill this gap in the literature. By and large, the findings in this study are consistent with past studies. First, this study has reconfirmed previous research by identifying job stress as a salient factor influencing employees’ intention to stay. In this regard, Macau employees are no different from the rest of the global workforce. That is to say, like employees elsewhere, Macau employees’ desire to remain employed with the organization weakens when they are faced with increasing work stress. Second, this study has identified a significant positive correlation between organizational climate and intent to stay. This means a positive organizational climate is necessary to keep the employees engaged. This finding generally supports the wider notion that organizational climate affects’ employees’ commitment to the organization. On the other hand, and perhaps more importantly, this study has contributed to the research literature by identifying organizational climate as a moderator affecting stressed workers’ intention to stay. Precisely, the study shows that a positive organizational climate significantly weakened, if not reversed, the negative relationship between job stress and intent to stay.