A Study of Senior Professionals in Guangdong Province, China, And the Role That Workplace Satisfaction, Affective Commitment, And Organisation Support Play in Moderating Their Intention to Retire
Abstract
In China, publicly owned companies have had a hard time growing in recent years because the government hasn't put much money into them and they need to meet basic operating and growth goals while still making enough money to stay in business. There were many reasons for this, such as the need to make enough money and the fact that the government wasn't investing very much. What that means depends on how technically sound and customer service-savvy the medical team is, as well as how many and what kinds of top senior doctors they have from other fields. This can only happen if the medical staff has these two qualities. By meeting these objectives, the company showed its technical and scientific expertise, which improved its clinical standing. So, they help the company's products look good and ensure their quality. No matter what, these workers were in high demand because China has a big medical industry and a lot of other businesses in the area. Because of these facts, it was very hard for human resource management to keep top professionals who were in high demand. They had to find ways to make workers happier at work and get them emotionally involved. Poor efficiency costs the delivery business billions of dollars every year, cutting into profits. To get better total performance, it was important to figure out what drives people to meet metric-based goals. Using the motivation-hygiene theory as its base, this correlational study looked at how job happiness, emotional commitment to the job, and organisational support are related to workers' plans to leave the distribution sector for better opportunities.
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