Employee Demography, Organizational Commitment, and Turnover Intentions in China: Do Cultural Differences Matter?

This study investigates the main effect of demographic variables on organizational commitment (OC) and the moderating effect of gender and education on the relationship between OC and turnover intentions (TI) based on a survey of 333 employees in the People's Republic of China (PRC). Only position positively influenced employees' OC while other demographic variables had no main effects on OC. Gender was found to moderate the relationship between OC and TI but education did not. The results demonstrated that, under the influence of traditional Chinese culture, Chinese employees behave differently from their western counterparts. These differences were explained in terms of cultural variables, particularly, personalism and guanxi (personal relationship network).

[1]  C. Gibson.  Do they do what they Believe they can? Group Efficacy and Group Effectiveness Across Tasks and Cultures , 1999 .

[2]  Eric W. K. Tsang.  Can guanxi be a source of sustained competitive advantage for doing business in China , 1998 .

[3]  Bor-Shiuan Cheng,et al.  The Influence of Relational Demography and Guanxi : the Chinese Case , 1998 .

[4]  A. Tsui,et al.  Loyalty to Supervisor, Organizational Commitment, and Employee Performance: The Chinese Case , 1998 .

[5]  Ming Zeng,et al.  The Infeasibility of Invariant Laws in Management Studies: a Reflective Dialogue in Defense of Case Studies , 1998 .

[6]  P. Christopher Earley,et al.  Impetus for action: A cultural analysis of justice and , 1997 .

[7]  Jean E. Wallace.  Becker's Side-Bet Theory of Commitment Revisited: Is It Time for a Moratorium or a Resurrection? , 1997 .

[8]  Birgit Benkhoff.  Ignoring Commitment Is Costly: New Approaches Establish the Missing Link Between Commitment and Performance , 1997 .

[9]  Anne S. Tsui,et al.  Where Guanxi Matters , 1997 .

[10]  J. Pearce,et al.  Guanxi: Connections As Substitutes for Formal Institutional Support , 1996 .

[11]  Carol T. Kulik,et al.  Moderating effects of personal and contextual factors in age discrimination. , 1996, The Journal of applied psychology.

[12]  Fred Luthans,et al.  Organizational Commitment Across Cultures: The Impact of Antecedents on Korean Employees , 1996 .

[13]  Frederick A. Russ,et al.  Links among satisfaction, commitment, and turnover intentions: The moderating effect of experience, gender, and performance , 1995 .

[14]  G. Redding.  The Spirit of Chinese Capitalism , 1995 .

[15]  P. Miller,et al.  Occupational Segregation and Its Impact on Gender Wage Discrimination in China's Rural Industrial Sector , 1995 .

[16]  Gale Summerfield,et al.  Economic Reform and the Employment of Chinese Women , 1994 .

[17]  Norman Stockman.  Gender Inequality and Social Structure in Urban China , 1994 .

[18]  Y. Bian,et al.  Work and Inequality in Urban China. , 1994 .

[19]  Steven P. Brown,et al.  ANTECEDENTS AND CONSEQUENCES OF SALESPERSON JOB SATISFACTION: META ANALYSIS AND ASSESSMENT OF CAUSAL EFFECTS , 1993 .

[20]  Donna M. Randall,et al.  Cross-cultural research on organizational commitment: A review and application of Hofstede's Value Survey Module , 1993 .

[21]  Andrew G. Walder,et al.  Workers, Managers and the State: The Reform Era and the Political Crisis of 1989 , 1991, The China Quarterly.

[22]  J. Hulpke,et al.  Social Class in a Classless Society , 1990 .

[23]  J. Mathieu,et al.  A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment , 1990 .

[24]  Andrew G. Walder,et al.  Social Change in Post-Revolution China , 1989 .

[25]  Fred Luthans,et al.  Organizational Commitment: Analysis of Antecedents , 1987 .

[26]  Arnon E. Reichers,et al.  A review and reconceptualization of organizational commitment. , 1985, Academy of management review. Academy of Management.

[27]  Lyman W. Porter,et al.  Employee-Organization Linakges: The Psychology of Commitment, Absenteeism and Turnover , 1985 .