Regional Difference in the Organizational Commitment-Rewards Relationship in Vietnam

Kokubun, Keisuke

doi:10.5539/jms.v7n3p22

Cited by 6 publications

(3 citation statements)

References 25 publications

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“…Jones and Sloane ( 2009) suggested that regional differences affect the job satisfaction even in the same country. It is also suggested that organizational commitment may vary from a region to the other in the same country (Kokubun, 2017). In the light of these studies, the moderating effect of region on the surveyed relationships will be tested.…”

Section: Conceptual Relationships and Hypothesis Developmentmentioning

confidence: 99%

Antecedents of turnover intention: A meta-analysis study in the United States

Özkan¹,

Elçi²,

Karabay³

et al. 2020

E+M

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The purpose of this paper was to determine the direction and effect size of the relationships between turnover intention and its main antecedents in the United States. The main predictors of turnover intention are chosen as job satisfaction, organizational commitment and empowerment. The studies which are published between 1998 and 2018 are reviewed. ScienceDirect, Scopus, and ProQuest databases were searched and 2.356 studies are screened. The meta-analysis software package, Comprehensive Meta-analysis Software (CMA), was used for the meta-analysis. 101 studies were suitable and the three data sets are formed: fi rst set included 312,261 subjects and 91 studies relating job satisfaction to turnover intention, the second set included 13,502 subjects and 29 studies relating organizational commitment to turnover intention, and the third set included 997 subjects and 5 studies relating empowerment to turnover intention. Each data was heterogeneous signifi cantly and the random effects model was used. Publication bias is analyzed for each data set and no evidence of publication bias was detected. The results revealed that the overall relationship between turnover intention and the selected three constructs was negative and signifi cant: the power of the job satisfaction's effect and organizational commitment's effect are almost the same (-.52), and the power of the empowerment's effect is weaker (-.22). Job satisfaction and organizational commitment have a large impact and empowerment has a small effect on turnover intention. The moderator analysis determined that type of industry and region are the moderators affecting the relationship between job satisfaction and turnover intention. The fi ndings also provide guidance for the managers working in the United States who need to keep turnover under control.

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Section: Conceptual Relationships and Hypothesis Developmentmentioning

confidence: 99%

Antecedents of turnover intention: A meta-analysis study in the United States

Özkan¹,

Elçi²,

Karabay³

et al. 2020

E+M

View full text Add to dashboard Cite

show abstract

“…Farklı bölgelerde yaşayanların aynı ülkede bile farklı iş tatmini seviyelerine sahip olabileceği (Jones & Sloane, 2009) ve aynı ülkedeki bölgesel farklılıkların örgütsel bağlılık üzerinde etkili olabileceği kanıtlanmıştır (Kokubun, 2017). Alas ve Edwards (2011), iş tatmini ve örgütsel bağlılığın kıtalardan etkilendiğini öne sürmüştür.…”

Section: Kavramsal İlişkiler Ve Hipotez Geliştirmeunclassified

İş Tutumları Arasındaki İlişkiler: Eğitim Sektöründe Bir Meta-analiz Çalışması

ÖZKAN,

ÖZDEMİR

2023

Abant İzzet Baysal Üniversitesi Eğitim Fakültesi Dergisi

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Bu çalışmanın temel amacı, eğitim endüstrisinde iş tatmini, örgütsel bağlılık ve işten ayrılma niyeti arasındaki karşılıklı ilişkiler, bu ilişkilerin araştırldığı çalışmalarıdan elde edilen sonuçlara dayalı olarak meta-analiz yöntemiyle analiz etmektir. İş tatmini, örgütsel bağlılık ve işten ayrılma niyeti arasındaki ilişkiyi çalışan 2.630 çalışma taranmış ve 30.550 denek olmak üzere seçilen 47 çalışma kullanılarak üç veri seti oluşturulmuştur. Araştırılan ilişkilerin yönünü bulmak için meta-analiz tekniği kullanılmıştır ve söz konusu ilişkilerin etki büyüklükleri hesaplanmıştır. En güçlü etki büyüklüğü iş tatmini ile örgütsel bağlılık arasındadır ve pozitiftir (r=.597). Elde edilen sonuçlara göre, iş tatmini ile işten ayrılma niyeti arasındaki ilişkide meslek ve bölge moderatör değişken olarak anlamlı bulunmuştur, örgütsel bağlılık ile işten ayrılma niyeti arasındaki ilişki için ise meslek çeşidi moderatör değişken olarak tespit edilmiş ve son olarak örgütsel bağlılık ile işten ayrılma niyeti arasındaki ilişki için ise bölge, moderatör değişken olarak tespit edilmiştir.

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“…Indeed, in previous empirical research in setting of Vietnam, OC was more correlated with extrinsic rewards among employees of more developed area while it was more correlated with social rewards among those of less developed area, indicating people tend to become more individualistic or less collectivistic and the nature of relationship between OC and rewards change accordingly (Kokubun, 2017d). Another study in setting of China showed that OC became more correlated with social rewards after the financial crises in 2008, indicating that employees became more collectivistic during the long lasting economic stagnation, which may be understood as the reversed phenomenon of the relationship between economic development and the OC-rewards link (Kokubun, 2017b).…”

Section: Comparative Importance Of Rewardsmentioning

confidence: 99%

Organizational Commitment and Rewards in Malaysia, with Comparison between University Graduates and Others

Kokubun¹

2017

JSD

Self Cite

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This study investigates the relationship between rewards and organizational commitment (OC) of 12,076 employees who work for 32 Japanese manufacturing companies in Malaysia. Hierarchical regression analysis revealed that all of three types of reward are important for OC, in the order of intrinsic, social and extrinsic rewards. These findings suggest that the antecedents of OC in Malaysia are different from those in the West or other lower income Asian countries such as China. The comparison between University graduates and others showed that extrinsic and intrinsic rewards had stronger while social rewards had weaker influence on OC in university graduates than in others. In detail: satisfaction with personnel evaluation and autonomy were more strongly correlated with OC in university graduates while co-worker support and role clarity were more significantly correlated with OC in others; fatigue was negatively correlated with OC in university graduates while positively correlated with OC in others; other rewards, i.e., satisfaction with other treatments, supervisor support and training, were equally correlated with OC in university graduates and others. Discussions and implications concerning human resource management of Japanese companies in Malaysia are offered.

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Regional Difference in the Organizational Commitment-Rewards Relationship in Vietnam

Cited by 6 publications

References 25 publications

Antecedents of turnover intention: A meta-analysis study in the United States

Antecedents of turnover intention: A meta-analysis study in the United States

İş Tutumları Arasındaki İlişkiler: Eğitim Sektöründe Bir Meta-analiz Çalışması

Organizational Commitment and Rewards in Malaysia, with Comparison between University Graduates and Others

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