The Effect of Cultural Differences on Behavioral Responses to Low Job Satisfaction
The Effect of Cultural Differences on Behavioral Responses to Low Job Satisfaction
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DOI：
10.1057/palgrave.jibs.8491018
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发表时间：
2002-06
影响因子：
11.6
通讯作者：
David C. Thomas;K. Au
中科院分区：
文献类型：
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作者：
David C. Thomas;K. Au
本文报告了一项实地研究的结果，该研究评估了香港和新西兰参与者对低工作满意度的行为反应。以纵向和横向个人主义和集体主义衡量的文化对反应既有主要作用，也有调节作用。首先，文化群体对低工作满意度的反应不同，包括退出、发声、忠诚或忽视。第二，文化调节了工作选择质量和工作满意度对离职和忠诚的影响，并调节了工作选择质量对建言的影响。
This article reports the results of a field study that evaluated behavioral responses to low job satisfaction of participants in Hong Kong and New Zealand. Culture, measured by vertical and horizontal individualism and collectivism, had both main and moderating effects on responses. First, cultural groups responded differently to low job satisfaction with exit, voice, loyalty, or neglect. Second, culture moderated the effect of quality of job alternatives and job satisfaction on exit and loyalty, and moderated the effect of quality of job alternatives on voice.