Employee well‐being attribution and job change intentions: The moderating effect of task idiosyncratic deals

We developed and tested a research model in which employee well‐being human resource (HR) attribution differentially influences the intention to change jobs across organizations (i.e., external job change intention) versus that within the same organization (i.e., internal job change intention). Furthermore, we posited that task idiosyncratic deals (I‐deals) moderated the relationships between employee well‐being HR attribution and external and...