The moderating effect of job-embeddedness on the relationships between organizational socialization with employee's performance, and with well-being of salespersons in Thailand
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2019
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2562
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eng
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application/pdf
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108 leaves
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b207556
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ผลงานนี้เผยแพร่ภายใต้ สัญญาอนุญาตครีเอทีฟคอมมอนส์แบบ แสดงที่มา-ไม่ใช้เพื่อการค้า-ไม่ดัดแปลง 4.0 (CC BY-NC-ND 4.0)
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National Institute of Development Administration. Library and Information Center
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Charatpong Chotigavanich (2019). The moderating effect of job-embeddedness on the relationships between organizational socialization with employee's performance, and with well-being of salespersons in Thailand. Retrieved from: https://repository.nida.ac.th/handle/662723737/6455.
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The moderating effect of job-embeddedness on the relationships between organizational socialization with employee's performance, and with well-being of salespersons in Thailand
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Abstract
Organizational socialization and job-embeddedness are among the tools and
interventions that have long been used by practitioners to help newcomers better adjust
to corporate culture (Cooper-Thomas & Anderson, 2005) and increase employees’
retention (Mitchell, Holtom & Lee, 2001) respectively. This study examines the
relationships between organizational socialization with employee’s performance and
organizational socialization with well-being of salespersons in Bangkok, Thailand. It
also aims at exploring the moderating effect of job-embeddedness on those
relationships. Understanding the relationships and the moderating effect of the
variables as mentioned above can provide corporates with deeper insights on how to
enhance employees’ productivity and capability. Data were collected from 422
salespersons of consumer product, cosmetics, consumer real estates, and whole sale
pharmaceutical companies in Thailand. Data analyses showed statistically significant
and positive relationships between organizational socialization with employee’s
performance and organizational socialization with well-being. The analysis also
indicated the moderating effect of job-embeddedness on the relationship between
organizational socialization with employee’s performance, but not on the relationship
between organizational socialization and well-being. Further detailed analysis also showed that the link component of job-embeddedness had the strongest effect among
the three with sacrifice being the second, and fit being the least. Future research can
be performed to investigate whether occupation uniqueness in salespersons or Eastern
culture of Thailand may play an important role in these findings.
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Thesis (Ph.D. (Human Resource and Organization Development))--National Institute of Development Administration, 2019