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The Moderating Effect of Crossvergent Cultural Values on Turnover Intention in China

박용석|YANGYI
한국국제경영학회 (Korean Academy of International Business)|2018.08|국제경영연구 (International Business Journal)|제29권 제3호|pp. 33-60|DOI http://dx.doi.org/10.14365/ibj.2018.29.3.2

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참고문헌

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이직의도turnover intention중국 문화Chinese culturecrossvergence of cultural values교차문화적 가치
주제분류경영학

초록

The battle over talent is at a critical point in China. Monetary compensation and career development have ambiguous results on employee turnover in China. To explain the discrepancies within China, we investigate the effects of those HR practices on turnover intention in state-owned enterprises (SOEs) and foreign-owned enterprises (FOEs). Applying crossvergence theory, we propose that the “new” integrated working values in SOEs and FOEs are different: it could be summarized as “ wen zhong qiu jin ” (conservative self-growth orientation) in SOEs and “ ji ji qiu jin ” (aggressive self-growth orientation) in FOEs. In an investigation of 406 employees nested in 26 companies, hierarchy linear model (HLM) results show significant discrepancies exist in SOEs and FOEs. Pay-for-performance actually increase turnover intention in SOEs but decrease it in FOEs. Also, perceived career opportunity has stronger negative effect on turnover intention in FOEs. We provide some important practical implications.

Abstract

The battle over talent is at a critical point in China. Monetary compensation and career development have ambiguous results on employee turnover in China. To explain the discrepancies within China, we investigate the effects of those HR practices on turnover intention in state-owned enterprises (SOEs) and foreign-owned enterprises (FOEs). Applying crossvergence theory, we propose that the “new” integrated working values in SOEs and FOEs are different: it could be summarized as “ wen zhong qiu jin ” (conservative self-growth orientation) in SOEs and “ ji ji qiu jin ” (aggressive self-growth orientation) in FOEs. In an investigation of 406 employees nested in 26 companies, hierarchy linear model (HLM) results show significant discrepancies exist in SOEs and FOEs. Pay-for-performance actually increase turnover intention in SOEs but decrease it in FOEs. Also, perceived career opportunity has stronger negative effect on turnover intention in FOEs. We provide some important practical implications.

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Work Value and Management Practice: Test of Congruence Model in China이녕, 권종욱한국국제경영학회 · 국제경영연구2012 · 제23권 제2호Impact of Work Value Perceived by Chinese Post-90s Employees on Their Job Satisfaction and Turnover Intention손효설, 윤혜정한국지식경영학회 · 지식경영연구2021 · 제22권 제3호Insider or Outsider? Social Categorization of Expatriates and Host Country Nationals’ Turnover Intention박용석, 안전국, YANGYI한국국제경영학회 · 국제경영연구2021 · 제32권 제2호Changes and Development of Human Resource Management Practices in China: Insights for CHROs of Korean Companies Operating in China전경주한국전문경영인학회 · 전문경영인연구2019 · 제22권 제3호The Historical Development and Transition of Human Resource Management Strategies and Practices in Chinese Enterprises유우현지식경영연구원 · 기업과혁신연구2021 · 제44권 제3호중국 현채인의 경력개발지원인식이 이직의도에 미치는 영향: 상사의 국적에 따른 다집단 분석이윤수, 조대연, 성세실리아한국인력개발학회 · HRD연구2015 · 제17권 제1호

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