Human resource practices and migrant workers' turnover intentions: The roles of post‐migration place identity and justice perceptions

Abstract

This study adopts an identity perspective to explore the relationship between human resource (HR) practices and turnover intentions among migrant workers. Informed by HR attribution theory, we propose that the effects of HR practices will be more effective in reducing turnover among migrant workers when these workers have stronger post‐migration place identities and when they experience a sense of justice regarding their work and nonwork environments. Using a three‐way interaction model, we tested these ideas on a sample composed of 1,985 migrant workers in 141 firms in China. The results support the theoretical model.

Contextualising work–life balance: a case of women of African origin in the UK

“…However, this support is not easily accessible to most women who have migrated to the UK. From an institutional barrier perspective, which examines exclusion from receiving social rights (Zhang et al , 2018), some respondents relate how immigration policies hinder their access to support. For example, their parents living abroad are sometimes denied entry visas.…”

“…This supports the argument that family friendly work patterns only give access to women. It does not reduce gender inequality, build job satisfaction or aid career progression, as exclusion (Zhang et al , 2018) is likely to exist. More so, women of African origin who may be at different stages of integration within the workplace are more likely to suffer some form of segregation (Hakim, 2006) and exclusion (Zhang et al , 2018).…”

“…It does not reduce gender inequality, build job satisfaction or aid career progression, as exclusion (Zhang et al , 2018) is likely to exist. More so, women of African origin who may be at different stages of integration within the workplace are more likely to suffer some form of segregation (Hakim, 2006) and exclusion (Zhang et al , 2018). It is essential to explore this from an individual context and implement the best approach to eradicate stress and improve well-being.…”

“…Despite cultural sensitivities to prioritise family over work, women are increasingly staying in paid employment to meet family financial commitments (Nwagbara and Akanji, 2012; Zhang et al , 2018). This highlights the impact of financial commitments, indicating that despite possible physical and mental strain, women still take on both work and family responsibilities.…”

The Double-Edged Effects of Dual-Identity on the Emotional Exhaustion of Migrant Workers: An Existential Approach

“…In this study, we attempt to understand migrant workers from the identity perspective because it is identity that defines who a person is and fundamentally influences perceptions and thoughts. A key characteristic difference between migrant workers and local workers involves their identities regarding the sense of belonging to a place (Zhang et al, 2019). After migration, migrant workers can adapt their identities to two possible places: home and host communities.…”