Abstract:From the perspective of social exchange theory (SET), the study examines a mediated model linking perceived human resource management (HRM) practices and perceived supervisor support (PSS) with work engagement and job satisfaction. This study also empirically investigates the invariance of subgroups among 1362 full-time employees recruited from Taiwan and Mainland China. The results show that work engagement strongly was linked to job satisfaction and mediated the relationship between perceived HRM practices a… Show more
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