| Abstract [eng] |
77 pages, 2 pictures, 34 charts, 56 references The main objective of this research is to investigate the impact of organizational sustainability practices on intention to leave organization, mediating by job satisfaction and moderating by inclusive and exclusive talent management practices and to identify model's direct and indirect connections. The thesis consists of three main parts: review of scientific literature, methodology of empirical study and analysis of results of the accomplished study, discussion, conclusions and suggestions. Techniques were used to achieve the goal of the thesis as follows. The literature review provided definitions of thesis objects, their context, meaning and factors influencing the objects of study. A quantitative study was chosen to execute, consisting of 4 constructs. The study involved 228 respondents, of whom 160 indicated that talent management practices are applied in their organizations. 160 respondents identified the effect of demographic characteristics on study model constructs. Regression analysis was performed using the A. Hayes SPSS process macro plug-in. Regarding the complexity of the study and used mediated moderators in the research, different A. Hayes models used: mediation – 4 model; moderation with two moderators – 2 model; moderated mediation with 2 moderators for dependent variable – 14 model; moderated mediation with 2 moderators for independent variable 7 model. Relationships were found between organizations sustainability practices and intention to leave organization, mediated job satisfaction and moderated by inclusive and exclusive talent management practices. The conclusions of thesis present the results of the empirical study, confirmed and rejected hypotheses as well as scientific insights, gained during the reseach. Based on the research results, a significant direct connection between organization sustainability practices and intention to leave organization were identified. The mediating effect of job satisfaction between organizations sustainability practices and intention to leave as well as moderating effect of exclusive talent management practices on connection between mediator job satisfaction and intention to leave were identified. However three hypothesis: inclusive talent management practices moderating effect between mediator job satisfaction and intention to leave; inclusive and exclusive talent management practices moderating effect between organization sustainability practices and intention to leave were rejected. In this research inclusive and exclusive talent management practices moderating effect between organizations sustainability practices and moderator job satisfaction are partially confirmed, as there are a significance trend. This means that higher levels of inclusive talent management enhance the impact of organizational sustainability practices on job satisfaction. The effect of exclusive talent management practices is significant at lower values, while higher levels of the moderator weaken the impact of organizational sustainability practices on job satisfaction. The work can be used to develop further scientific researches. It also can be used as a guideline for organizations seeking to improve sustainability and talent management practices. |
