Antecedents and Consequences of Satisfaction and Commitment among Expatriate Managers
Antecedents and Consequences of Satisfaction and Commitment among Expatriate Managers
复制标题
外籍管理人员满意度和承诺的前因后果
DOI：
10.1177/1059601193182003
复制
发表时间：
1993
影响因子：
4.8
通讯作者：
E. Naumann
中科院分区：
文献类型：
--
作者：
E. Naumann
在研究外派人员离职率时，从员工离职过程模型中得出的概念作为解释变量被忽略了。这里提出的研究试图提供一个在国际环境中的营业额模型的部分验证。结果表明，假设为重要的国内情况下的几类预测变量也密切相关的外派人员的工作满意度和组织承诺。此外，各种独特的国际变量也与外派人员的态度有关。工作满意度和组织承诺也强烈相关的外籍人士的离职意向。
Concepts drawn from models of the employee turnover process have been neglected as explanatory variables in the study of expatriate turnover. The study presented here attempted to provide a partial validation of turnover models in the international environment. The results indicated that several categories of predictor variables hypothesized as important in domestic situations are also strongly related to expatriate job satisfaction and organizational commitment. Additionally, a variety of unique international variables are also related to the expatriate's attitudes. Both job satisfaction and organizational commitment were also strongly related to the expatriate's intention to quit.