نوع مقاله : مقاله مستقل
نویسندگان
1 کارشناس ارشد مدیریت دولتی، دانشگاه آزاد اسلامی واحد رشت
2 استادیار گروه مدیریت دولتی دانشگاه آزاد اسلامی واحد رشت
چکیده
کلیدواژهها
عنوان مقاله [English]
نویسندگان [English]
Abstract : If turnover intention results in leaving the organization, it may lead to a number of negative consequences such as recruitment and training costs, loss of productivity, disruption to work flow, low morale and reduced loyalty among the incumbent staff. The main purpose of this study is to examine the relationship between Leader-member exchange and employee turnover intention of the Rasht Branch of Islamic Azad University. In addition, the mediating effect of Organizational identification and moderating effect of Collectivist human resource management(C-HRM) were examined. A sample of 149 employees of total number of 241 were selected by using a convenience sampling method. The results show that there is a significant positive relationship between Leader-member exchange and Organizational identification. Besides, there is a significant negative relationship between Organizational identification and turnover intention. Moreover, collectivist human resource management (C-HRM) moderates the relationship between Leader-member exchange and Organization identification.
کلیدواژهها [English]
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