Intra-national variation in organizational commitment : evidence from the Chinese context. / Gamble, Jos; Tian, Amy Wei.

In: The International Journal of Human Resource Management, Vol. 26, No. 7, 2015, p. 948-970.

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Intra-national variation in organizational commitment : evidence from the Chinese context. / Gamble, Jos; Tian, Amy Wei.

In: The International Journal of Human Resource Management, Vol. 26, No. 7, 2015, p. 948-970.

Research output: Contribution to journalArticlepeer-review

Harvard

Gamble, J & Tian, AW 2015, 'Intra-national variation in organizational commitment: evidence from the Chinese context', The International Journal of Human Resource Management, vol. 26, no. 7, pp. 948-970. https://doi.org/10.1080/09585192.2012.722122

APA

Gamble, J., & Tian, A. W. (2015). Intra-national variation in organizational commitment: evidence from the Chinese context. The International Journal of Human Resource Management, 26(7), 948-970. https://doi.org/10.1080/09585192.2012.722122

Vancouver

Author

Gamble, Jos ; Tian, Amy Wei. / Intra-national variation in organizational commitment : evidence from the Chinese context. In: The International Journal of Human Resource Management. 2015 ; Vol. 26, No. 7. pp. 948-970.

BibTeX

@article{8b60b6afa8084ef0bbd3e8f6e60e5754,
title = "Intra-national variation in organizational commitment: evidence from the Chinese context",
abstract = "This study demonstrates how organizational commitment can differ at the sub-national level. We develop and test hypotheses based on levels of economic development and related shifts from collectivism to individualism. The data comprise 1017 retail employees drawn from two economically distinctly different parts of China. We find that organizational commitment is higher in {\textquoteleft}less economically developed{\textquoteright} regions. Affective and normative commitment (NC) negatively predicted turnover intentions, whereas continuance commitment related positively to turnover intentions. Unlike earlier findings using Western samples, this study finds the effect of NC on turnover intentions considerably stronger, suggesting that NC is more predictive of turnover intentions. As expected, our results indicate that continuance commitment is more predictive of turnover intentions in the {\textquoteleft}more economically developed{\textquoteright} regions.",
author = "Jos Gamble and Tian, {Amy Wei}",
year = "2015",
doi = "10.1080/09585192.2012.722122",
language = "English",
volume = "26",
pages = "948--970",
journal = "The International Journal of Human Resource Management",
issn = "0958-5192",
publisher = "Routledge",
number = "7",

}

RIS

TY - JOUR

T1 - Intra-national variation in organizational commitment

T2 - evidence from the Chinese context

AU - Gamble, Jos

AU - Tian, Amy Wei

PY - 2015

Y1 - 2015

N2 - This study demonstrates how organizational commitment can differ at the sub-national level. We develop and test hypotheses based on levels of economic development and related shifts from collectivism to individualism. The data comprise 1017 retail employees drawn from two economically distinctly different parts of China. We find that organizational commitment is higher in ‘less economically developed’ regions. Affective and normative commitment (NC) negatively predicted turnover intentions, whereas continuance commitment related positively to turnover intentions. Unlike earlier findings using Western samples, this study finds the effect of NC on turnover intentions considerably stronger, suggesting that NC is more predictive of turnover intentions. As expected, our results indicate that continuance commitment is more predictive of turnover intentions in the ‘more economically developed’ regions.

AB - This study demonstrates how organizational commitment can differ at the sub-national level. We develop and test hypotheses based on levels of economic development and related shifts from collectivism to individualism. The data comprise 1017 retail employees drawn from two economically distinctly different parts of China. We find that organizational commitment is higher in ‘less economically developed’ regions. Affective and normative commitment (NC) negatively predicted turnover intentions, whereas continuance commitment related positively to turnover intentions. Unlike earlier findings using Western samples, this study finds the effect of NC on turnover intentions considerably stronger, suggesting that NC is more predictive of turnover intentions. As expected, our results indicate that continuance commitment is more predictive of turnover intentions in the ‘more economically developed’ regions.

U2 - 10.1080/09585192.2012.722122

DO - 10.1080/09585192.2012.722122

M3 - Article

VL - 26

SP - 948

EP - 970

JO - The International Journal of Human Resource Management

JF - The International Journal of Human Resource Management

SN - 0958-5192

IS - 7

ER -