The predictability of normative organizational commitment for turnover   in Chinese companies: a cultural perspective

doi:10.1080/09585190600696671

CORC > 北京大学 > 心理与认知科学学院

	The predictability of normative organizational commitment for turnover in Chinese companies: a cultural perspective
	Yao, Xiang ; Wang, Lei
刊名	international journal of human resource management
	2006
关键词	affective commitment normative commitment turnover collectivism 3-COMPONENT MODEL JOB-SATISFACTION CITIZENSHIP BEHAVIOR CONTINUANCE CONSEQUENCES ANTECEDENTS INTENTIONS CONCEPTUALIZATION METAANALYSIS PERFORMANCE
DOI	10.1080/09585190600696671
英文摘要	While many researchers have shown that affective organizational commitment is the most valuable predicator for organizational outcomes, such as job satisfaction, the value of normative organizational commitment in predicting working behaviour needs to be clarified. Additionally, indices of organizational outcomes used in prior studies were almost always the employees' perceptions of and attitudes towards organizations, rather than actual behaviour. The current research aims to investigate the impact of normative organizational commitment on an employee's turnover, rather than attitudes or perceptions. A total of 242 employees completed questionnaires including the Organizational Commitment Scale, the Organizational Satisfaction Scale, and the Idiocentrism and Allocentrism Scale, and reported the number of organizations they had worked for. Regression analysis revealed that the affective commitment was an important predicator for organizational satisfaction (p <.01) whereas the normative commitment was the most important predicator for employees' job-changing behaviour (p <.01). Idiocentrism and allocentrism had a slight moderating effect upon these relationships. Thus, the different dimensions of organizational commitments have different functions, and more attention should be paid to normative commitment than previously thought. These findings underline the importance of the normative commitment for predicating organizational behaviour, especially in collectivistic contexts. The implications for management are also discussed.; http://gateway.webofknowledge.com/gateway/Gateway.cgi?GWVersion=2&SrcApp=PARTNER_APP&SrcAuth=LinksAMR&KeyUT=WOS:000238910800005&DestLinkType=FullRecord&DestApp=ALL_WOS&UsrCustomerID=8e1609b174ce4e31116a60747a720701 ; Management; SSCI; 41; ARTICLE; 6; 1058-1075; 17
语种	英语
内容类型	期刊论文
源URL	[http://ir.pku.edu.cn/handle/20.500.11897/323632]
专题	心理与认知科学学院
推荐引用方式 GB/T 7714	Yao, Xiang,Wang, Lei. The predictability of normative organizational commitment for turnover in Chinese companies: a cultural perspective[J]. international journal of human resource management,2006.
APA	Yao, Xiang,&Wang, Lei.(2006).The predictability of normative organizational commitment for turnover in Chinese companies: a cultural perspective.international journal of human resource management.
MLA	Yao, Xiang,et al."The predictability of normative organizational commitment for turnover in Chinese companies: a cultural perspective".international journal of human resource management (2006).