Suchergebnisse

Based on a survey of 147 Chinese employees, we examined the relationship between perceived career plateau and turnover intention, and the moderating role of career anchor in challenge in this process. We hypothesized that perceived career plateau would be positively related to turnover
intention, and that this relationship would be stronger in employees with a higher level of career anchor in challenge than in those with a lower level. The results showed that perceived career plateau had a strong positive relationship with turnover intention, especially in employees with
a high level of career anchor in challenge. These findings have implications for research in career development and turnover intention, as well as in management practices.

The significance of the role of person–organization (PO) fit in forming employees' work attitudes, such as turnover intention, has been established. We examined whether or not Chinese employees' professional identity can be both an additional predictor of, and moderate the effect
of PO fit on, turnover intention. The results of a survey that we conducted among 256 Chinese civil servants showed that employees' professional identity and perceived PO fit each made a unique contribution to predicting their turnover intention. Moreover, the established relationship between
PO fit and turnover intention was significantly stronger among people with lower professional identity than among those with higher professional identity. Theoretical and practical implications for organizational management are discussed.

We examined the role of culture and social cynicism beliefs in the transference of an anxious attachment style from mother to romantic partner among a group of undergraduates from the US (n = 200) and Hong Kong (n = 147). The results showed that anxious attachment to mother
and to partner was moderately correlated among both cultural groups. However, social cynicism beliefs were found to moderate the relationship between anxious attachment to mother and attachment to partner among U.S. but not Hong Kong Chinese participants. This observed differential effect
of social cynicism beliefs could be explained by differences in self-direction values across the 2 cultural groups. The findings in the study are of theoretical significance as they provide insights for further research on the influences of cultural variables and personal beliefs on attachment
transference.

We examined the moderating role of Chinese versus American nationality on the relationship between university students' career decision making and career self-efficacy. Participants were 196 American and 323 Chinese college students, who completed the Career Decision-Making Profiles
questionnaire (assessing information gathering, locus of control, information processing, effort spent in decision making, procrastination, consulting with others, speed of decision making, dependence on others, desire to please others, willingness to compromise, and aspiration) and a measure
of career self-efficacy (assessing adaptability, career-training motivation, feedback-seeking attitudes, and job mobility preparedness). Results showed that the positive relationship between career self-efficacy and the aspiration for an ideal occupation, speed of final decision making, and
information gathering dimensions was stronger among American than Chinese students. In addition, the negative relationship between career self-efficacy and the willingness to compromise and desire to please others was weaker among Chinese than American students. Implications for career education
are discussed.

We investigated the dimensionality of employer brand in the Chinese context and developed a scale to assess its underlying dimensions. We conducted 4 focus-group interviews to explore the domain content and components of employer brand. Based on the qualitative interviews, we conducted
a survey (N = 912) to develop and validate the employer brand scale. The results revealed a 5-dimensional structure of employer brand in the Chinese context, which implied that explicit functional factors predominate the Chinese employer brand rather than the functional-symbolic structure
of that prevails in the Western context. Among the 5 dimensions, work-life effectiveness and organization mark seemed unique to the Chinese context while the other 3 dimensions were similar to those found in the Western context. Testing of a 29-item scale representing the 5 dimensions showed
good psychometric properties. This research contributes to the understanding of employer brand and how it is perceived by job applicants in a culture outside of the Western world.

We examined the role of our proposed moderators, namely, work engagement, organizational tenure, and perceived external opportunities, in the relationship between perceived high-performance work systems (HPWS) and affective organizational commitment. We conducted a survey with 94 employees
of an information technology company in China. The results showed that the effect of perceived HPWS on affective commitment is stronger among employees with longer tenure, and weaker among employees who perceive more external opportunities. The results also showed that the effect of perceived
HPWS on affective commitment is stronger at a marginally significant level among employees with stronger work engagement. These findings suggest that organizational managers should pay more attention to individual factors that may change employees' responses to HPWS, and adopt a more
individualized approach to retain talented employees.