Work Stress, Perceived Career Opportunity, and Organizational Loyalty In Organizational Change: a Moderated Mediation Model
We applied job demands–resources theory to construct a negative work characteristic (i.e., work stress) and a positive work characteristic (i.e., perceived career opportunity) in the context of organizational change to investigate how these characteristics affect employees' organizational
loyalty. Participants were 2048 Chinese employees from a state-owned power company where a government-led power price reform had taken place. Results show that work stress is negatively related to organizational loyalty via job satisfaction, and that perceived career opportunity (PCO) is positively
related to organizational loyalty. In regard to the moderating role of PCO, the negative effects of work stress on organizational loyalty and on job satisfaction, and the negative mediation effect of work stress on organizational loyalty via job satisfaction, were weaker for employees with
high rather than low PCO.
Keywords: JOB DEMANDS–RESOURCES THEORY; JOB SATISFACTION; MODERATED MEDIATION MODEL; ORGANIZATIONAL CHANGE; ORGANIZATIONAL LOYALTY; PERCEIVED CAREER OPPORTUNITY; WORK STRESS
Document Type: Research Article
Publication date: 01 April 2019
This article was made available online on 09 December 2018 as a Fast Track article with title: "Work stress, perceived career opportunity, and organizational loyalty in organizational change: A moderated mediation model".
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