Attitudes of Group Incentive Participants
基于期望理论，研究了工作满意度和组织承诺在团体激励参与与离职意向关系中的中介作用，以及人力资本水平的调节作用。发现这些关系在人力资本更高的公司中更强。
Using expectancy theory, this study investigated (1) the mediating roles of job satisfaction and organizational commitment in the relationship between group-incentive participation and turnover intention and (2) the moderating role of human capital level in these relationships. Although a few studies have found group-incentive participation to be closely related to individual employees’ attitudes, the field knows little about the mechanisms that drive this relationship and the role of human capital level in these relationships. The findings of this study provide evidence that job satisfaction and organizational commitment mediated the relationship between group-incentive participation and turnover intention. Cross-level analyses showed that these relationships were stronger in companies with more human capital than in companies with less human capital. The findings provide insight into how group incentives affect employees’ attitudes and suggest that organizations with more human capital would benefit more from introducing group incentives actively.