Psychological Contract and Organizational Citizenship Behavior in China: Investigating Generalizability and Instrumentality.

Hui, Chun; Lee, Cynthia; Rousseau, Denise M.

doi:10.1037/0021-9010.89.2.311

Cited by 466 publications

(468 citation statements)

References 56 publications

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“…Moreover most of the studies about WLB are conducted in western countries. Due to the different cultural and economic situation in western and non-western countries the generalization of western based ideas to non-western countries is controversial [18][19]. Additionally, due to international sanctions, Iran's economy has encountered some serious challenges.…”

Section: Introductionmentioning

confidence: 99%

The Impact of Work-Life Balance on Employees’ Job Satisfaction and Turnover Intention; the Moderating Role of Continuance Commitment

Fayyazi

Aslani

2015

ILSHS

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Work-life imbalance has several negative impacts on employees' attitudes and behaviors and consequently influences organizations' performance and effectiveness. The purpose of this article is to investigate the impact of work-life balance (WLB) on employees' job satisfaction and turnover intention. Moreover, we study the moderating role of continuance commitment on job satisfactionturnover intention relationship. Regression analysis was used to analyze the data collected from 265 questionnaires completed by employees in an Iranian industrial company. The findings supported that WLB has a significant positive relationship with job satisfaction, and a significant negative relationship with turnover intention. Besides, job satisfaction fully mediates the WLB -turnover intention relationship. The main contribution of the paper is that we found continuance commitment moderates the relationship between job satisfaction and turnover intention. Therefore, employees with low levels of WLB and job satisfaction do not necessary have high turnover intention, unless they have low continuance commitment.

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Section: Introductionmentioning

confidence: 99%

The Impact of Work-Life Balance on Employees’ Job Satisfaction and Turnover Intention; the Moderating Role of Continuance Commitment

Fayyazi

Aslani

2015

ILSHS

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“…Chinese respondents have a habit of following the Confucian 'doctrine of the mean' for Likert-scale surveys (Fu and Tsui, 2002; Hui, Lee and Rousseau, 2004) 51,52 .…”

Section: Resultsmentioning

confidence: 99%

Accounting Information Systems End-User Satisfaction: Evidence of Hong Kong Housing Authority

Fong¹,

Ho²

2014

ITMR

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This research studies the level of satisfaction among end-users of estate management system in a Hong Kong public housing organization. It identifies the interactions of prior experience, perceived usefulness and confirmation for achieving user satisfaction and usage continuance intention. It illustrates the relationships among expectation, perceived usefulness, user satisfaction and usage continuance intention. Confirmation was found to be correlated to perceived usefulness and user satisfaction. User satisfaction in Accounting Information Systems (AIS) environment was affected by perceived performance. There are correlation between perceived usefulness and usage continuance intention, and a direct positive effect of use satisfaction on usage continuance intention. These empirical results support the expectation confirmation theory.

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“…We used Taormina and Gao's (2010) five-item Guanxi Favour Factor to measure the employees' guanxi orientation (Cronbach's alpha .86; see Appendix A, Table A2 for items). Perceived Organisational Trust was measured using a 10-item scale originally developed by (Hui, Lee, & Rousseau, 2004), so all the above measures were assessed with a six-point Likert scale ('Strongly disagree' (1) to 'Strongly agree' (6)) to shift respondents' attention away from the mid-point.…”

Section: Methodsmentioning

confidence: 99%

Guanxi and high performance work systems in China: evidence from a state-owned enterprise

Xian

Atkinson

Meng-Lewis

2017

The International Journal of Human Resource Management

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Existing high performance work system (HPWS) research has rarely considered cultural influences. This study investigates the relationships between guanxi, HPWS and employee attitudes in China. A data-set consisting of 226 employees in a Chinese state-owned enterprise in the railway sector was used to test the hypotheses. Using structural equation modelling as an analytical tool, we found that guanxi was positively related to HPWS and trust. Similar to research in the Western context, HPWS was found to be positively related to trust and job satisfaction. Moreover, the results also revealed that HPWS mediated between guanxi and both trust and job satisfaction. Theoretical and practical implications are both discussed.

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Psychological Contract and Organizational Citizenship Behavior in China: Investigating Generalizability and Instrumentality.

Cited by 466 publications

References 56 publications

The Impact of Work-Life Balance on Employees’ Job Satisfaction and Turnover Intention; the Moderating Role of Continuance Commitment

The Impact of Work-Life Balance on Employees’ Job Satisfaction and Turnover Intention; the Moderating Role of Continuance Commitment

Accounting Information Systems End-User Satisfaction: Evidence of Hong Kong Housing Authority

Guanxi and high performance work systems in China: evidence from a state-owned enterprise

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