Academic Activities
[Research]Work values, job satisfaction and organizational commitment in China
2012.05.01 Views 753 경영학연구분석센터
The International Journal of Human Resource Management
Volume 23, Issue 10, May 2012, pp2144-2162
Fabian Jintae Froese a
Shufeng Xiao b
a Korea University Business School, International Business, Seoul, Republic of Korea
b Namseoul University, Seonghwan-eup, Cheonan, Republic of Korea
http://www.tandfonline.com/doi/full/10.1080/09585192.2011.610342?scroll=top&needAccess=true
Abstract
This study examined the relationships between work values, job satisfaction, and organizational commitment of white-collar workers who are employed by foreign-invested companies in China. Results of structural equation modeling show that various facets of job satisfaction mediated the relationships between work values and organizational commitment. Employees' individualism and their willingness to take risks were related to various facets of job satisfaction. In turn, job satisfaction influenced their organizational commitment. The effects of various job satisfaction facets varied, with job autonomy satisfaction being a stronger predictor of organizational commitment than pay satisfaction. Theoretical and managerial implications are discussed.
Keywords
China, foreign-invested companies, job satisfaction, organizational commitment, structural equation modeling, work values
Volume 23, Issue 10, May 2012, pp2144-2162
Fabian Jintae Froese a
Shufeng Xiao b
a Korea University Business School, International Business, Seoul, Republic of Korea
b Namseoul University, Seonghwan-eup, Cheonan, Republic of Korea
http://www.tandfonline.com/doi/full/10.1080/09585192.2011.610342?scroll=top&needAccess=true
Abstract
This study examined the relationships between work values, job satisfaction, and organizational commitment of white-collar workers who are employed by foreign-invested companies in China. Results of structural equation modeling show that various facets of job satisfaction mediated the relationships between work values and organizational commitment. Employees' individualism and their willingness to take risks were related to various facets of job satisfaction. In turn, job satisfaction influenced their organizational commitment. The effects of various job satisfaction facets varied, with job autonomy satisfaction being a stronger predictor of organizational commitment than pay satisfaction. Theoretical and managerial implications are discussed.
Keywords
China, foreign-invested companies, job satisfaction, organizational commitment, structural equation modeling, work values