Employee well‐being attribution and job change intentions: The moderating effect of task idiosyncratic deals
研究员工将企业人力资源措施归因于关心其幸福感时，对跳槽（外部变动）和内部转岗（内部变动）意向的不同影响，并发现任务个性化协议（I-deals）会调节这种关系。
Abstract We developed and tested a research model in which employee well‐being human resource (HR) attribution differentially influences the intention to change jobs across organizations (i.e., external job change intention) versus that within the same organization (i.e., internal job change intention). Furthermore, we posited that task idiosyncratic deals (I‐deals) moderated the relationships between employee well‐being HR attribution and external and internal job change intentions. Results indicated that employee well‐being HR attribution was negatively related to external job change intention, but positively related to internal job change intention. Further, task I‐deals significantly moderated the relationships between employee well‐being HR attribution and external and internal job change intention. Specifically, employee well‐being HR attribution played a less important role in reducing external job change intention when task I‐deals were high rather than low. On the other hand, high task I‐deals significantly strengthened the positive relationship between employee well‐being HR attribution and internal job change intention. Our study extends the careers literature by differentiating the impact of employee well‐being HR attribution on job change intentions within an organization compared with that across organizations and the important role of supervisors in enhancing or mitigating these effects.