The measurement of intention has not been used enough in employee engagement and work passion research
The Solution.
Using a social cognitive process model for employee work passion, the authors (a) define and describe the term work intention, (b) present three reasons why work intention should be measured, (c) summarize relevant research, and (d) suggest three recommendations for human resource development (HRD) professionals to consider.
The Stakeholders.
Stakeholders include human resource development scholars, practitioners, and scholar–practitioners concerned with the consequences of employee engagement.
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