Organizational Commitment and Intention to Leave : The Moderating Role of Uncertainty Avoidance

Abstract

Research related to Industrial and Organizational Psychology has long been criticized for limiting its scope within single cultural context and not considering culture as a critical contingency variable to explain organizational behavior and human resources management (HRM) practices. This puts constrains upon both theories and practical solutions to the organizational problems (Barrett and Bass, 1976). The values-as-moderators framework has provided interesting information leading to a better understanding of the antecedents (