Structure and Mechanism of Organizational Interpersonal Harmony in Chinese Business

2015 ◽  
Vol 43 (3) ◽  
pp. 437-448 ◽  
Author(s):  
Chih-Chung Chen
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Chinese Culture ◽  
Negative Impact ◽  
Positive Impact ◽  
Hierarchical Regression ◽  
Chinese Society ◽  
Chinese Business ◽  
Theoretical Structure ◽  
Traditional Chinese Culture

Harmony is not only an important value in traditional Chinese culture, but also a key to social development in modern Chinese society. In this study, I explored the theoretical structure and influence of organizational interpersonal harmony on organizational commitment and turnover intention. Interviews with 52 Chinese managers revealed 3 dimensions of interpersonal harmony. An organizational interpersonal harmony scale was then developed and pretested on 117 employees. Further, I conducted a field study of 480 employees from 8 Chinese organizations to test a 2-hierarchy structure of organizational interpersonal harmony. Using hierarchical regression, I found that organizational interpersonal harmony had a positive impact on organizational commitment and a negative impact on turnover intention.

Structure and mechanism of organizational cultural identification in a Chinese business context

2013 ◽  
Vol 41 (8) ◽  
pp. 1347-1358
Author(s):  
Chih-Chung Chen ◽  
Baiyin Yang
Keyword(s):  
Turnover Intention ◽  
Structural Equation ◽  
Negative Impact ◽  
Positive Impact ◽  
Equation Model ◽  
Cultural Identification ◽  
Hierarchical Regression ◽  
Business Context ◽  
Chinese Business ◽  
Grounded Theory Method

Our goal in this paper was to explore the structure and mechanism of organizational cultural identification. Based on a grounded theory method we interviewed 52 Chinese managers, and 4 dimensions of cultural identification were extracted from the data we gathered. We then developed the Organizational Cultural Identification Scale (OCIS) and pretested this measure with 117 employees. We conducted a field study with 480 employees of 8 Chinese enterprises, testing a 2-hierarchy structure of organizational cultural identification. Using hierarchical regression and structural equation model (SEM) methods, we found that organizational cultural identification had a positive impact on organizational commitment, and a negative impact on turnover intention. The results demonstrated adequate psychometric properties for the OCIS scale measuring organizational cultural identification.

Turnover Intention Among the Navy People: The Role of Work Family Interference and Organizational Commitment

2021 ◽  
Vol 7 (2) ◽  
pp. 172
Author(s):  
Muhamad Zafran Whab ◽  
Raida Abu Bakar
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Negative Impact ◽  
High Capacity ◽  
Intention To Leave ◽  
Equation Modeling ◽  
Work Family ◽  
Navy Personnel

Human capital is a critical component of any organization's competitiveness. The absence of a high-capacity employee can have a negative impact on operational performance. The researcher examined the significance of organizational commitment as a mediator between work-family interference and turnover intention in the Royal Malaysian Navy. Data were collected from 400 navy personnel at the Lumut Naval Base in Perak, Malaysia, using structured questionnaires. Partial Least Squares-Structural Equation Modeling (PLS-SEM) was used to analyze the data. Organizational commitment serves as a mediator between work-family interference and turnover intention in the Royal Malaysian Navy. According to the findings of this study, organizational commitment mediated the relationship between work-family interference and turnover intention. Additionally, work-family interference is a significant predictor of intention to leave the RMN.

scholarly journals The Relationship between Recruiter Burnout, Work Engagement and Turnover Intention: Evidence from Serbia

2020 ◽  
Vol 31 (2) ◽  
pp. 197-210
Author(s):  
Tatjana Ivanovic ◽  
Sonja Ivancevic ◽  
Milica Maricic
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Negative Impact ◽  
Positive Impact ◽  
Online Questionnaire ◽  
Academic Literature ◽  
Equation Modelling ◽  
High Degree ◽  
The Relationship

Contemporary research on disorders in modern-day work environment marks burnout among employees in different professions as an important disorder with serious consequences. Practice has shown that recruiters are one of the professions frequently facing burnout. The relationship between burnout, work engagement and turnover intention has often been investigated in the literature. However, even though scholars are increasingly interested in these relationships in other professions, there is a growing need for studies evaluating the relationship between the three concepts among human resource (HR) professionals, particularly recruiters. Having this in mind, the aim of this study is to identify, understand and examine the relationship between burnout, engagement and turnover intention of recruiters in Serbia. The data was collected using an online questionnaire within a sample of 100 recruiters in Serbia. Copenhagen Burnout Inventory was used for measuring burnout, UWES-9 for measuring work engagement and TIS-6 for measuring turnover intention. Structural equation modelling (SEM) was used for evaluating the relationships between burnout, turnover intention and work engagement. The results of the research showed that work engagement has a negative impact on burnout and that burnout has a positive impact on turnover intention, while the relationship between work engagement and turnover intention was not confirmed. The correlation analysis confirmed all three examined relationships. The results largely support the findings from the literature for other professions confirming that employees who suffer from a high degree of burnout are more likely to have a turnover intention. Finally, the implications of these results and recommendations for organizations and recruiters themselves to prevent and decrease burnout are discussed. The findings of this study can make a contribution to the specific academic literature on burnout among recruiters and initiate further research on this topic of high interest.

scholarly journals Leadership styles and Its Impact on Employee Performance with a mediating effect of Organizational Commitment, An empirical study of NHA, Pakistan.

2020 ◽  
Vol V (III) ◽  
pp. 40-48
Author(s):  
Bushra Alvi ◽  
Aftab Haider ◽  
Tauqeer Ahmed
Keyword(s):  
Organizational Commitment ◽  
Negative Impact ◽  
Positive Impact ◽  
Employee Performance ◽  
Mediating Effect ◽  
Working Environment ◽  
Democratic Leadership ◽  
National Highway ◽  
Autocratic Leadership ◽  
The Relationship

The study was conducted to investigate the relationship between autocratic and democratic leadership on employee performance through the mediation of organizational commitment in National Highway Authority Islamabad head office. The inquiry was conducted in a natural working environment of an organization where respondents are situated/located, that is a filed study. Simple random sampling technique was used to carry out the research using structured questionnaires which were adopted from other researcher's studies. The questionnaires were based on five-point Likert scale measuring autocratic leadership, democratic leadership, Organizational Commitment, and employee performance. 217 questionnaires were distributed among middle-level employees of National Highway Authority out of which all 217 were useable. The data was analyzed using SPSS. The descriptive statistics indicated that autocratic leadership has a negative impact on employee performance but does show the significant effect with that the other variable democratic leadership shows a significant positive impact on employee performance whereas organizational commitment does mediate the relationship between independent variables i-e Autocratic leadership, Democratic leadership and dependent variable i-e Employee Performance. Recommendations to improve employee performance under this study are provided to the organization.

scholarly journals Features of the Social Communication and Etiquette in Chinese Culture: The Traditional Basics and Modernity

2018 ◽  
Vol 15 (4) ◽  
pp. 460-467
Author(s):  
Lyana A. Shogenova
Keyword(s):  
Social Communication ◽  
Chinese Culture ◽  
Interpersonal Relations ◽  
Point Of View ◽  
Business Culture ◽  
Chinese Society ◽  
Teacher Student ◽  
Chinese Business ◽  
Modern Business ◽  
Eastern Cultures

The article discusses the basics of Chinese etiquette, which are included in the core of traditional culture and are an integral part of the system of business communications — guanxi (a system of interpersonal relations) and mianzi (a concept of “face”). Both of the concepts are the basics for understanding the features of the Chinese social communication culture, which includes both modern formal components and traditional informal ones. In our view, the Chinese business culture has managed to preserve all the values that have been inherent in Chinese society for millennia, despite the systemic, increasing pressure of globalization.In the period when the People’s Republic of China is on the path of openness to the outside world, business etiquette is getting increasingly important, mainly in international relations. The teacher-student model becomes relevant not only from the point of view of traditions reproduction, but also for finding the ways to harmonize with new learning models coming from European and Asian states. The author assumes that Western and Eastern cultures are opposite, and something normal for a resident of China, can be a serious violation of the rules of decency for a European. With the controlled preservation of traditions in China, educational technologies of teaching the norms of European business etiquette are widespread, which is considered as a way of integration into the world community.Taking into account the increasing influence of globalization processes and the wide spread of Western trends, the Chinese business culture continues to preserve all the values and traditions that it has had over the years, harmonizing them with modern business technologies.

scholarly journals Turnover Intention Analysis in Digitalization Era Within Covid-19 Pandemic Situation

2021 ◽  
Vol 9 (1) ◽  
pp. 19-33
Author(s):  
Lie Gunadi ◽  
Antonius Siahaan ◽  
Ardi Adji
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Negative Impact ◽  
Positive Impact ◽  
Working Hours ◽  
Fringe Benefit ◽  
Working Environment ◽  
Fringe Benefits ◽  
Employee Turnover Intention

The phenomenon of the digitalization era has an impact on high employee turnover. On the other hand, the Covid-19 pandemic impacted a lockdown in many countries and regions which in turn, in many businesses and employees being affected (reducing costs, reducing working hours, and even laying off work relations). Taking a sample of various organizations in Indonesia, this study analyzed the factors that cause employee turnover intention (dependent variable) such as employee satisfaction (moderating variable), also remuneration & promotion, fringe benefit, working environment, and perceived external employment as independent variables.  The research study was conducted based on 219 respondents who are in various industries. The results showed that working environment and fringe benefits have a positive impact to job satisfaction, job satisfaction has a negative impact to turnover intention and perceived alternate external employment has a positive impact to turnover intention inline with the predictions on the hypothesis. Meanwhile remuneration and perceived alternate external employment didn't have a significant impact on job satisfaction, as well as working environment, remuneration & promotion, and fringe benefits to turnover intention.

The Impact of Perceived Organizational Politics on Work Attitudes

2014 ◽  
Vol 5 (2) ◽  
pp. 1-13 ◽  
Author(s):  
Prerna Chhetri ◽  
Nikhat Afshan ◽  
Srabasti Chatterjee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Organizational Politics ◽  
Workplace Attitudes ◽  
The Impact ◽  
The Relationship

An understanding of politics at workplace is of utmost importance as it is an inherent part of workplace activities. It is evident in processes such as decision making, allocation of resources. This study investigated the effect of perceived organizational politics (POP) on workplace attitudes such as job satisfaction, organizational commitment and turnover intentions. Further, the paper investigated the role of Leader-Member-Exchange (LMX) on the relationship between perceived organizational politics and workplace attitude. The hypothesized relationship was tested on a sample of 228 employees from Indian IT sector. Factor Analysis on POP suggested that variables can be summarized by two factors; Perceived Politics in organizational management (POP1) and Perceived Politics in co-workers (POP2). The findings suggest that there exists a negative relation between POP and workplace attitude. The results show that incase of the relationship between POP and workplace attitude, the part of organizational politics related to management has shown a significant negative impact on organizational commitment, job satisfaction, and a positive relation to turnover intention. With regard to the role of LMX in the relation between POP and workplace attitudes, results of LMX as a moderator have confirmed to the hypothesis.

scholarly journals PENGARUH KARAKTERISTIK PERSONAL TERHADAP DYSFUNCTIONAL AUDIT BEHAVIOR

2020 ◽  
Vol 15 (1) ◽  
pp. 55
Author(s):  
Mellisa Arviana ◽  
Yvonne Augustine
Keyword(s):  
Organizational Commitment ◽  
Locus Of Control ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Positive Impact ◽  
Personal Characteristics ◽  
Primary Data ◽  
Statistical Tool ◽  
Internal Auditors ◽  
Negative Effect

<pre><em>Dysfunctional audit behavior is any action taken in the implementation of the auditor's audit program that can reduce or degrade the quality of audits, either directly or indirectly. Auditor’s personal characteristics that affect the acceptance of dysfunctional audit behavior is the locus of control, organizational commitment, and turnover intentions. The purpose of this research was to determine the influence of auditors’ personal characteristics on acceptance of dysfunctional audit behavior. Data for this research is the primary data obtained through the process of filling out the questionnaire. The population for this research is the external auditors who work at various public accounting firm and internal auditors who work in various companies in Indonesia.. The hypothesis is tested by the multiple regression method using SPSS statistical tool version 22, the result of this research indicate that the locus of control has significant positive effect to the acceptance of dysfunctional audit behavior, organization commitment has negative effect to the acceptance of dysfunctional audit behavior, and organizational commitment has positive impact on behavior audit dysfunction with mediation turnover intention.</em></pre><p><em><br /></em></p>

scholarly journals Analysis of the Relationship Between Stress and Organizational Commitment in Employees: A Meta-Analysis Study

2018 ◽  
Vol 7 (1) ◽  
pp. 94
Author(s):  
Öznur Tulunay Ateş ◽  
Neslin İhtiyaroğlu
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Negative Impact ◽  
Positive Impact ◽  
Meta Analysis ◽  
Continuance Commitment ◽  
Weak Relationship ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

This research aims to investigate the relationship of stress and organizational commitment in employees with meta-analysis method. In the literature review, 22 studies and 42 comparisons were found which meet the determined criteria. “Fisher z” value was used to calculate impact size values and impact direction and overall impact of the research were analysed with random impact model. As a result of the analysis; it was determined that stress have a weak positive relationship impact on organizational commitment. In addition, it was also determined that there is a negative and weak relationship impact between stress and affective commitment; positive and weak relationship impact between stress and normative commitment and positive and small relationship impact between stress and continuance commitment in employees. In the research, it was seen that the impact of stress on organizational commitment vary according to the sector that employees work in. ın the analyses, it was determined that there is a positive impact in health and tourism and a negative impact in education and the impact size is weak in health and small in tourism and education. Based on the research results, it can be said that new researches are required about how and why the relationships between stress and organizational commitment in employees vary.

scholarly journals Workplace Bullying and Intention to Leave: The Moderating Effect of the Organizational Commitment

2013 ◽  
Vol 5 (4) ◽  
pp. 175-180 ◽  
Author(s):  
Faheem Rasool ◽  
Ali Hasan . ◽  
Arslan Rafi . ◽  
Abdul Rauf Kashif .
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Turnover Intention ◽  
Workplace Bullying ◽  
Positive Impact ◽  
Personal Characteristics ◽  
Intention To Leave ◽  
Moderating Effect ◽  
Moderating Effects ◽  
Harmful Effects

The main reasoning of this study is to figure out the relations among workplace bullying and turnover intention of the employee treating organization commitment as a moderating variable. Workplace bullying have a positive impact on intention to leave which reveals the widespread impact that bullying can have on targets in that still less rigorous types of bullying are coupled with victims intention to leave the workplace (e.g. department), the organization or the job. Workplace bullying are more relevant to systematic flaws in the organization and less to employees’ performances while person-related bullying is related more to the personal characteristics of the victims, so irrespective of their commitment, exit from the organization in such circumstances happens to be the preferable alternative for the victim. This study provides an insight that the harmful effects of workplace bullying could be handled effectively through the moderating effects of organizational commitment on the relation between workplace bullying and intention to leave. It therefore, required conducting a further study on the join effects of organizational commitment and bullying in terms of some other variables such as in-role job performance, which are vital to the working of the organizations.

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