Control and commitment HR practices, job satisfaction and turnover intentions: a comparison between local and multinational firms in China
Autor(a) principal: | |
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Data de Publicação: | 2016 |
Outros Autores: | , , |
Tipo de documento: | Artigo |
Idioma: | eng |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | http://hdl.handle.net/10071/11181 |
Resumo: | There is a growing body of literature and debate around control versus commitment human resource management (HRM) systems and their impacts on employees. However, the impacts of these constructs have not been widely examined in more emerging economies. Taking a specific sample of educated professionals working for multinational and local firms in China, this study investigated employee perceptions of control and commitment HR practices, job satisfaction and turnover intentions. A total of 311 respondents completed a structured survey questionnaire. Results revealed that those working for multinational firms reported more positive perceptions of their employers' control and commitment HR practices. In multinational firms, the use of commitment HR practices predicted lower intentions to leave. However, in domestic firms a lack of control HR practices predicted higher turnover intentions. Theoretically, the study adds to discussions about the nature and roles of these constructs, their impacts on HR outcomes and how institutional mechanisms might shape the degree of HRM homogeneity and hybridity across organizations in China. Practically, the study provides guidance to international and local firms on how to improve their HRM effectiveness to achieve a higher retention of their most talented professionals |
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Control and commitment HR practices, job satisfaction and turnover intentions: a comparison between local and multinational firms in ChinaCommitment HRMControl HRMHRM in ChinaHybridityTurnover intentionsThere is a growing body of literature and debate around control versus commitment human resource management (HRM) systems and their impacts on employees. However, the impacts of these constructs have not been widely examined in more emerging economies. Taking a specific sample of educated professionals working for multinational and local firms in China, this study investigated employee perceptions of control and commitment HR practices, job satisfaction and turnover intentions. A total of 311 respondents completed a structured survey questionnaire. Results revealed that those working for multinational firms reported more positive perceptions of their employers' control and commitment HR practices. In multinational firms, the use of commitment HR practices predicted lower intentions to leave. However, in domestic firms a lack of control HR practices predicted higher turnover intentions. Theoretically, the study adds to discussions about the nature and roles of these constructs, their impacts on HR outcomes and how institutional mechanisms might shape the degree of HRM homogeneity and hybridity across organizations in China. Practically, the study provides guidance to international and local firms on how to improve their HRM effectiveness to achieve a higher retention of their most talented professionalsRoutledge/Taylor and Francis2016-04-11T14:39:19Z2016-01-01T00:00:00Z20162019-04-09T09:48:10Zinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/articleapplication/pdfhttp://hdl.handle.net/10071/11181eng0958-519210.1080/09585192.2015.1052535Ma, S.Silva, M.Callan, V.Trigo, V.info:eu-repo/semantics/embargoedAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2023-11-09T17:42:38Zoai:repositorio.iscte-iul.pt:10071/11181Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T22:19:59.337609Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
Control and commitment HR practices, job satisfaction and turnover intentions: a comparison between local and multinational firms in China |
title |
Control and commitment HR practices, job satisfaction and turnover intentions: a comparison between local and multinational firms in China |
spellingShingle |
Control and commitment HR practices, job satisfaction and turnover intentions: a comparison between local and multinational firms in China Ma, S. Commitment HRM Control HRM HRM in China Hybridity Turnover intentions |
title_short |
Control and commitment HR practices, job satisfaction and turnover intentions: a comparison between local and multinational firms in China |
title_full |
Control and commitment HR practices, job satisfaction and turnover intentions: a comparison between local and multinational firms in China |
title_fullStr |
Control and commitment HR practices, job satisfaction and turnover intentions: a comparison between local and multinational firms in China |
title_full_unstemmed |
Control and commitment HR practices, job satisfaction and turnover intentions: a comparison between local and multinational firms in China |
title_sort |
Control and commitment HR practices, job satisfaction and turnover intentions: a comparison between local and multinational firms in China |
author |
Ma, S. |
author_facet |
Ma, S. Silva, M. Callan, V. Trigo, V. |
author_role |
author |
author2 |
Silva, M. Callan, V. Trigo, V. |
author2_role |
author author author |
dc.contributor.author.fl_str_mv |
Ma, S. Silva, M. Callan, V. Trigo, V. |
dc.subject.por.fl_str_mv |
Commitment HRM Control HRM HRM in China Hybridity Turnover intentions |
topic |
Commitment HRM Control HRM HRM in China Hybridity Turnover intentions |
description |
There is a growing body of literature and debate around control versus commitment human resource management (HRM) systems and their impacts on employees. However, the impacts of these constructs have not been widely examined in more emerging economies. Taking a specific sample of educated professionals working for multinational and local firms in China, this study investigated employee perceptions of control and commitment HR practices, job satisfaction and turnover intentions. A total of 311 respondents completed a structured survey questionnaire. Results revealed that those working for multinational firms reported more positive perceptions of their employers' control and commitment HR practices. In multinational firms, the use of commitment HR practices predicted lower intentions to leave. However, in domestic firms a lack of control HR practices predicted higher turnover intentions. Theoretically, the study adds to discussions about the nature and roles of these constructs, their impacts on HR outcomes and how institutional mechanisms might shape the degree of HRM homogeneity and hybridity across organizations in China. Practically, the study provides guidance to international and local firms on how to improve their HRM effectiveness to achieve a higher retention of their most talented professionals |
publishDate |
2016 |
dc.date.none.fl_str_mv |
2016-04-11T14:39:19Z 2016-01-01T00:00:00Z 2016 2019-04-09T09:48:10Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/article |
format |
article |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10071/11181 |
url |
http://hdl.handle.net/10071/11181 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
dc.relation.none.fl_str_mv |
0958-5192 10.1080/09585192.2015.1052535 |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/embargoedAccess |
eu_rights_str_mv |
embargoedAccess |
dc.format.none.fl_str_mv |
application/pdf |
dc.publisher.none.fl_str_mv |
Routledge/Taylor and Francis |
publisher.none.fl_str_mv |
Routledge/Taylor and Francis |
dc.source.none.fl_str_mv |
reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação instacron:RCAAP |
instname_str |
Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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RCAAP |
institution |
RCAAP |
reponame_str |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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