摘要
近期学界呼吁进行人才管理对优秀员工绩效的影响机制的研究,本文回应了这一呼吁。本文从吸引力—选择—自然减员和能力、动机和机会理论出发,探讨了加纳半公营机构中的一种机制,即人岗匹配。通过这一机制,人才管理会对员工情感承诺和离职意愿产生影响。本研究以232名人才库成员为样本,采用结构方程模型对部分中介模型进行了检验。我们的研究结果表明,人才管理对人才的情感承诺和离职意愿具有直接影响和间接影响,本文还讨论了这些发现的意义。
This article responds to recent calls for research examining the mechanisms through which talent management affects talented employee outcomes.Drawing insights from attraction-selection-attrition and ability,motivation and opportunity theories,the article examines one such mechanism,person-job fit,through which talent management influences talented employees’affective commitment and quit intentions in parastatal institutions in Ghana.A sample of 232 talent pool members was used to test a partial mediation model using structural equation modelling.Our findings suggest that talent management has not only a direct effect,but also an indirect effect,on talented employee outcomes of affective commitment and quit intention via person-job fit.Implications of these finding are discussed.
出处
《国际行政科学评论（中文版）》
2020年第3期84-103,共20页
International Review of Administrative Sciences
关键词
情感承诺
半公营机构
人岗匹配
人才管理
离职意愿
affective commitment
parastatal institutions
person-job fit
talent management
quit intentions
