The Effects of Perceived Management Concern for Frontline Employees and Customers on Turnover Intentions
研究一线员工感知的管理层对员工和顾客的关心如何通过工作满意度和情感组织承诺影响离职意向，并发现全职与兼职身份会调节部分关系。
This study develops and tests a turnover intentions model, which examines the effects of frontline employees' perceptions of management concern for employees and customers on turnover intentions, mediated by job satisfaction and affective organizational commitment. Using this model as a framework, the authors explore the role of employment status (full-time vs. part-time) as a moderator of the aforementioned relationships. The results indicate that perceived management concern for employees and customers has significant effects on employees' turnover intentions. Employment status moderates the relationships between perceived management concern for employees and affective organizational commitment, perceived management concern for customers and job satisfaction, and affective organizational commitment and turnover intentions. Implications of the findings are discussed and future research avenues are offered.