代写被发现：人力资源管理
本研究是在前人研究成果的基础上提出假设的。进一步的研究是基于符合人力资源实践理论方面的某些模型。此外，研究中考虑的假设得到了文献的支持，因此制定了相应的措施。这些措施在进行定量分析方面很有价值，因为定量分析比定性分析更科学，而定性分析的结果可能存在偏差。
本研究的局限性之一是所采用的测量方法，即与离职意图和偏差行为相关的测量方法被恰当地选择，并且对工作敬业度有相当大的影响。然而，这些度量可能不能提供正确的场景，因为推论不是直接的，并且是从这些度量中派生出来的。此外，这项研究已经进行了一年多的时间。对员工进行为期一年的监控并扣款是一项艰巨的任务。最后，其他可能影响工作投入和偏差的因素，如团队支持、经理和同事的角色，还没有包括在内。这些因素的缓冲效果也需要纳入研究。
人力资源实践/策略的主要发现和应用
研究主要集中在组织支持的POS。主要发现是，如果工作敬业度较低，员工离职意愿和越轨行为就会较高。这种不当行为只会出现在员工认为没有得到组织支持的情况下。
另一个重要的发现与缓冲假说有关，即POS作为调节因子，维持工作投入与偏差行为之间的关系，并为低水平的工作投入提供缓冲。
本研究从两个方面对契约理论做出了贡献。首先，个人资源、工作资源和社会资源三种类型为工作需求带来的压力提供了必要的缓冲(Bakker et al.， 2007)。此外，工作资源在所有这些方面的作用是重要的，因为它们具有激励潜力。第二，参与已被概念化为积极工作和精力资源的状态。该研究强调了POS的重要性，因为它不仅可以用于社会交换，还可以作为雇主提供的组织资源。
代写被发现：人力资源管理
The study has been conducted by formulating hypothesis based on previous findings. Further research has been based on the certain models conforming to the theoretical aspects of the HR practices. Moreover, the hypotheses considered in the study are supported by the literature and accordingly the measures have been developed. These measures are quite valuable in conducting quantitative analysis which is more scientific than qualitative approach in which biased results can be there.
One of the limitations of the study is that the measures employed i.e. measures related to turnover intentions and deviant behaviors have been suitably selected and have considerable influence on work engagement. However, these measures might not provide the right scenario as the inferences are not direct and are derived from these measures. Furthermore, the study has beenspreadover a period of one year. It is a difficult task to monitor employees over the one-year time and draw deductions. Lastly, other factors that can affect work engagement and deviations such as team support, role of managers and co-workers has not been included. The buffering effect of these factors also needs to be involved in the study.
Main Findings and Omplications for HR Practices/Strategies
The study is concentratedpredominantly on POS as organizational support. The main finding is that if there is low level of work engagement, there will be higher level of turnover intentions and deviance. Such misbehaviorswill be there only in cases where the employee does not think the support from the organization is there.
Another essential finding is related to the buffering hypothesis i.e. POS acts as moderator to retain the relationship between engagement at work and deviant behaviors and performs as buffer for low level of work engagement.
The present study contributes to the engagement theory in two ways. Firstly, the three types of resources i.e. personal, job and social resources offer necessary buffer for the stress created due to job demands (Bakker et al., 2007). Further,the role of job resources amongst all these issignificant as they have motivational potential. Secondly, engagement has been conceptualized as state of positive work and energetic resource.The study highlights the magnitude of POS as it can be seen not only for social exchange but also anorganizational resource that can be provided by the employers.
