Employee retention and the moderating role of psychological ownership in retail

Result code in IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F70883521%3A28120%2F22%3A63547198" target="_blank" >RIV/70883521:28120/22:63547198 - isvavai.cz</a>

Result on the web

<a href="https://journal.oscm-forum.org/publication/article/employee-retention-and-the-moderating-role-of-psychological-ownership-in-retail" target="_blank" >https://journal.oscm-forum.org/publication/article/employee-retention-and-the-moderating-role-of-psychological-ownership-in-retail</a>

DOI - Digital Object Identifier

<a href="http://dx.doi.org/10.31387/oscm0500349" target="_blank" >10.31387/oscm0500349</a>

Result language

angličtina

Original language name

Employee retention and the moderating role of psychological ownership in retail

Original language description

Retailing is one of the critical stages in supply chain operations, in which human resources and employee retention play a decisive role as in any organization. Based on motivation theories for employee retention (ER), this study examines the integrated indirect effects of organizational and personal motivators on ER through employee engagement (EE) in the retail industry. Furthermore, it assesses how psychological ownership (PO) directly affects ER and moderates the effect of ER on EE of full-time employees in the Vietnamese context as empirical evidence. The combination of a qualitative methodology (in-depth interviews with retail experts) and a quantitative methodology (a survey conducted with 571 full-time retail employees) is deployed. PLS-SEM with SmartPLS is utilized for data analysis and hypothesis testing. The study findings demonstrate that the integrated roles of organizational and personal motivators significantly affect ER through EE in retail companies. Interestingly, the study discovered that PO has a significant positive influence on ER, but a higher PO can reduce the relationship between EE and ER. Practically, the study highlights the implication that organizational motivators may not be sufficient to retain employees, since the intention of employees to remain or quit also depends on personal factors. It also suggests that in the working environment with a solid relationship between EE and ER, PO can lead to negative employee behaviour, such as bias, misconduct, and disengagement, which may harm the company.

Czech name

—

Czech description

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Type

J_imp - Article in a specialist periodical, which is included in the Web of Science database

CEP classification

—

OECD FORD branch

50204 - Business and management

Project

—

Continuities

S - Specificky vyzkum na vysokych skolach

Publication year

2022

Confidentiality

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Name of the periodical

Operations and Supply Chain Management

ISSN

1979-3561

e-ISSN

2579-9363

Volume of the periodical

15

Issue of the periodical within the volume

3

Country of publishing house

ID - INDONESIA

Number of pages

15

Pages from-to

313-327

UT code for WoS article

000846491600002

EID of the result in the Scopus database

2-s2.0-85148208282