The Link Between Benevolence and Well-Being in the Context of Human-Resource Marketing
Although interest in the subject of human-resource marketing is growing among researchers and practitioners, there have been remarkably few studies on the effects on employees of how benevolent their organization is. This article looks at the link between the presumption of organizational benevolenc...
| Authors: | ; |
|---|---|
| Format: | Electronic Article |
| Language: | English |
| Check availability: | HBZ Gateway |
| Journals Online & Print: | Drawer...
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| Fernleihe: | Fernleihe für die Fachinformationsdienste |
| Published: |
Springer
2019
|
| In: |
Journal of business ethics
Year: 2019, Volume: 159, Issue: 3, Pages: 883-896 |
| Further subjects: | B
Intention to leave the job
B Presumption of organizational benevolence B Perceived organizational support B Human-resource marketing B Well-being at work |
| Online Access: |
Presumably Free Access Volltext (lizenzpflichtig) |
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| 520 | |a Although interest in the subject of human-resource marketing is growing among researchers and practitioners, there have been remarkably few studies on the effects on employees of how benevolent their organization is. This article looks at the link between the presumption of organizational benevolence and the well-being of employees at work. The results of an empirical study of 595 employees show that the presumption of organizational benevolence is positively linked to employee well-being. The effect is indirect, as it is mediated by the perceived level of organizational support. The existence of a link between employee well-being and intention to quit the company is also confirmed. | ||
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