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The objective of this study was to investigate the relationship between organizational justice, organizational commitment and turnover intention. Data were collected from 223 medical representatives of pharmaceutical companies of Pakistan. Statistical Package for Social Sciences (SPSS) was used for finding out the relationship between organizational justice, organizational commitment and turnover intention. The results indicated that both distributive justice perception and procedural justice perception had a significant relationship with organizational commitment and turnover intentions amongst Medical Representatives of Pharmaceuticals Companies operating in Pakistan. Recommendation is given at the end of this article.
In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators. (46 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Hom, Griffeth, and Sellaro's (1984) theoretical alternative to Mobley's (1977) turnover model was investigated in two studies. In Study 1, conceptual distinctions among model constructs and operationalizations of those constructs were validated. 206 nurses were surveyed, and constructs were assessed with multiple indicators. Although discriminating most constructs, structural equation modeling (SEM) identified a more parsimonious conceptualization in which a general construct underlies withdrawal cognitions. Other SEM analyses supported the indicators' construct validity and Hom et al.'s structural network. In Study 2, a longitudinal analogue of Hom et al.'s model was tested. A survey of 129 new nurses measured model constructs on three occasions. SEM disclosed that some causal effects in this model materialized contemporaneously, whereas others emerged after a lengthy time. Moreover, these causal effects systematically changed during newcomer assimilation. Implications for future research of turnover models are discussed.
This chapter focuses on one particular aspect of authoritativeness: voluntary compliance with the decisions of authorities. Social psychologists have long distinguished between obedience that is the result of coercion, and obedience that is the result of internal attitudes. Opinions describe “reward power” and “coercive power”, in which obedience is contingent on positive and negative outcomes, and distinguish both of these types of power from legitimate power, in which obedience flows from judgments about the legitimacy of the authority. Legitimate power depends on people taking the obligation on themselves to obey and voluntarily follow the decisions made by authorities. The chapter also focuses on legitimacy because it is important to recognize, that legitimacy is not the only attitudinal factor influencing effectiveness. It is also influenced by other cognitions about the authority, most notably judgments of his or her expertise with respect to the problem at hand. The willingness of group members to accept a leader's directives is only helpful when the leader knows what directives to issue.
Social exchange theory (SET) is one the most influential conceptual paradigms in organizational behavior. Despite its usefulness, theoretical ambiguities within SET remain. As a consequence, tests of the model, as well as its applications, tend to rely on an incompletely specified set of ideas. The authors address conceptual difficulties and highlight areas in need of additional research. In so doing, they pay special attention to four issues: (a) the roots of the conceptual ambiguities, (b) norms and rules of exchange, (c) nature of the resources being exchanged, and (d) social exchange relationships.
Studied the lab-to-field generalizability of M. Fishbein's (1967) attitude-behavior model and examined the relative efficacy of the Fishbein model and traditional job attitude measures as predictors of absenteeism and turnover. Predictor data were collected from 108 nursing home employees immediately preceding the 2-mo time period of interest. Criterion data were obtained at the end of the 2-mo period. Fishbein's model received some field support, particularly with respect to predicting turnover. Traditional job attitude measures were more effective predictors of absenteeism, while Fishbein's model was a more effective predictor of turnover. It is concluded that neither approach seems superior especially in light of the amounts of criterion variance accounted for. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
An examination of a range of definitions of culture indicates that almost all researchers agree that culture is reflected in shared cognitions, standard operating procedures, and unexamined assumptions. Cultural syndromes consist of shared shared attitudes, beliefs, norms, role and self definitions, and values of members of each culture that are organized around a theme. Two methods of measurement of syndromes that allow the examination of the convergence of the data from each method in each culture are (a) the identification of questionnaire items to which an arbitrary 90% of each sample responds on the same side of the neutral point and (b) the identification of items to which an arbitrary 90% of triads--consisting of members of each culture--agree among themselves in fewer than 60 seconds on the appropriate response to the item. The shorter the time to reach agreement, the more likely it is that the item is an element of culture. Examples of these approaches are presented, and discussion focuses on how to obtain good descriptions of cultures through psychological methods. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
People in different cultures have strikingly different construals of the self, of others, and of the interdependence of the 2. These construals can influence, and in many cases determine, the very nature of individual experience, including cognition, emotion, and motivation. Many Asian cultures have distinct conceptions of individuality that insist on the fundamental relatedness of individuals to each other. The emphasis is on attending to others, fitting in, and harmonious interdependence with them. American culture neither assumes nor values such an overt connectedness among individuals. In contrast, individuals seek to maintain their independence from others by attending to the self and by discovering and expressing their unique inner attributes. As proposed herein, these construals are even more powerful than previously imagined. Theories of the self from both psychology and anthropology are integrated to define in detail the difference between a construal of the self as independent and a construal of the self as interdependent. Each of these divergent construals should have a set of specific consequences for cognition, emotion, and motivation; these consequences are proposed and relevant empirical literature is reviewed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
179 undergraduates took part in a study of the effects of instrumental and noninstrumental participation on distributive and procedural fairness judgments. In a goal-setting procedure, Ss were allowed voice before the goal was set, after the goal was set, or not at all. Ss received information relevant to the task, irrelevant information, or no information. Both pre- and postdecision voice led to higher fairness judgments than no voice, with predecision voice leading to higher fairness judgments than postdecision voice. Relevant information also increased perceived fairness. Mediation analyses showed that perceptions of control account for some, but not all, of the voice-based enhancement of procedural justice. Results show that both instrumental and noninstrumental concerns are involved in choice effects. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This study investigates burnout components impact on accountant’s occupational commitment and occupational turnover intention interaction. The data used in this study was taken from randomly selected 162 accountants who are the members of Istanbul Chambers of Certified Public Accountants (ICCPA). The results reveal that only emotional exhaustion component of burnout has partial mediating effect between affective occupational commitment and occupational turnover intention.
Orgutsel adalet ile ilgili calismalarda adaletin bireyler icin degerli oldugu varsayimindan hareket edilmektedir, adaletin bireyler icin ne kadar degerli oldugu ise sorgulanmamaktadir. Bu calismanin amaci, yazinda yeterince uzerinde durulmamis olan, degerler ile orgutsel adalet algisinin farkli boyutlari arasindaki iliskileri sorgulamak ve ozellikle adalete atfedilen goreli degerin, adalet algilarini farklilastirip farklilastirmadigini incelemektir. Arastirma sonuclari islemsel adalet algisi boyutu icin bu farklilasmayi dogrulamamakla birlikte, dagitim adaleti ve etkilesim adaleti algilarinin, adalete atfedilen goreli degere gore farklilastigini gostermektedir. Adalete atfettikleri goreli deger yukseldikce kisilerin adalet algilari olumsuzlasmaktadir. Bu iliskiyle ilgili daha cok sayida arastirmaya gereksinim olmakla birlikte, bu sonuca dayanarak, bundan sonra yapilacak adalet algilarina iliskin calismalarda, adalete atfedilen goreli degerin dikkate alinmasi, ozellikle adalet algilarinin sonuclarinin incelendigi calismalarda adalete atfedilen degerin moderator olarak etkisinin sorgulanmasi yararli olabilecektir.
The relationship of satisfaction with the “parts” or facets of the job to the “whole” of global job satisfaction and to intention
to quit differed between samples of employees from financial firms in the United States of America (USA) and the Philippines.
In contrast with research using commonly accepted sets of facet satisfactions developed in the USA, our results showed that
additional extrinsic facets improved the explanation of outcomes in the Philippines, but not in the USA. In addition, extending
past research, satisfaction with intrinsic job facets explained outcomes better in the USA than in the Philippines, and job
dissatisfaction had a stronger relationship with turnover intentions in the USA than in the Philippines. Implications for
the measurement of facet satisfactions, and for international management research and practice in the Philippines are discussed.
The experience of injustice is hurtful to individuals and harmful to organizations. Few benefit from unfairness, though many are harmed. In the face of these problems, well-meaning organizations often attempt to reduce injustice by preparing written guidelines and formal procedures. Quite often, this is an effective strategy. Using formal procedures to make decisions can engender fairness, and therefore be of service to both employees and employers. Despite this, it is possible to be overzealous in the pursuit of policy. We explore this possibility in three parts. First, we discuss a variety of problems that may result from overly elaborate policies. Second, we investigate why organizations write costly procedures. We argue that process growth is an autocatalytic reaction in which existing procedures impel the creation of additional ones. Third, we consider some strategies for freeing organizations from the trap of legalistic procedures.
A considerable degree of research in cross-cultural consumer psychology has focused on the effects of individualism-collectivism on consumer preference for advertising appeals. Recently, psychologists have demonstrated a growing interest in the individual-level manifestations of individualism-collectivism. Idiocentrism refers to person-level individualism, whereas allocentrism refers to person-level collectivism. Drawing on individualism-collectivism theory, in this article we look at the lifestyle of idiocentrics and allocentrics. Our findings suggest a convergence between the etic- and emic-level approaches, thus strengthening individualism-collectivism theory. The emic-level findings of this study also suggest additional questions to be explored at the etic level. Finally, we make suggestions for applications in consumer communication.
The process of exchange is almost continual in human interactions, and appears to have characteristics peculiar to itself, and to generate affect, motivation, and behavior that cannot be predicted unless exchange processes are understood. This chapter describes two major concepts relating to the perception of justice and injustice; the concept of relative deprivation and the complementary concept of relative gratification. All dissatisfaction and low morale are related to a person's suffering injustice in social exchanges. However, a significant portion of cases can be usefully explained by invoking injustice as an explanatory concept. In the theory of inequity, both the antecedents and consequences of perceived injustice have been stated in terms that permit quite specific predictions to be made about the behavior of persons entering social exchanges. Relative deprivation and distributive justice, as theoretical concepts, specify some of the conditions that arouse perceptions of injustice and complementarily, the conditions that lead men to feel that their relations with others are just. The need for much additional research notwithstanding, the theoretical analyses that have been made of injustice in social exchanges should result not only in a better general understanding of the phenomenon, but should lead to a degree of social control not previously possible. The experience of injustice need not be an accepted fact of life.
Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
This paper examines the relationship between organizational justice and work withdrawal in a Chinese context, using the cultural syndrome allocentrism and idiocentrism as moderators. Structural equation modeling (SEM) was used to test the proposed model. The results indicate that distributive justice and procedural justice have negative relations with work withdrawal behaviors. Allocentrism and idiocentrism moderates the linkage between procedural justice and work withdrawal. Specifically, perceptions of procedural justice have a negative effect on work withdrawal but this effect is weaker for individuals high on allocentrism and low on idiocentrism. Results indicate that the interacting effects of allocentrism and idiocentrism were not established in the case of distributive justice. This study makes significant theoretical contribution to both cross-cultural management literature and organizational justice literature. It also indicates that cultural orientation should be taken into consideration by managers trying to understand why there might be different reactions from different employees to the same practices and policies in organizations.
Purpose
– The purpose of this research is to study how an approach of culturally‐specific human resource management (HRM) should moderate the relationship between leadership style and employee turnover.
Design/methodology/approach
– Questionnaire data were collected from firms in both Shenzhen and Hong Kong. The subjects are 190 leader/member dyads (111 (58 percent) were from mainland China (i.e. Shenzhen), and 79 (42 percent) were from Hong Kong). Hierarchical regression model is adopted to test the hypotheses.
Findings
– Collecting empirical data from firms in different regions of China, it was found that a leadership style, i.e. leader‐member exchange (LMX), can have a significant effect on employee turnover. Moreover, the effect of LMX can be moderated by the C‐HRM‐oriented HRM (C‐HRM) approach. The paper concludes with a discussion of the implications of the findings to academic researchers and practitioners. There exist both the direct effect and interactive effect of LMX on employees' organization identity, which in turn affects their turnover. Moreover, collectivism‐oriented HRM (C‐HRM) moderates the relationship between LMX and employees' organization identity. Other conditions being equal, the higher the C‐HRM, the stronger is the positive relationship between LMX and organization identity.
Originality/value
– Integrating prior research on LMX, C‐HRM, organization identity and employee retention, this study examines the relationships among LMX, organization identity and employee retention. This is the first study testing these relationships. The findings have several important implications. For instance, this study documents both the direct and moderating effects of C‐HRM on employees' performance for the first time, which will be helpful for the development of new studies on human resource management and cross‐cultural management.
Distributive justice was found to be a more important predictor of two personal outcomes, pay satisfaction and job satisfaction, than procedural justice, whereas the reverse was true for two organizational outcomes-organizational commitment and subordinate's evaluation of supervisor. However, procedural and distributive justice also interacted in predicting organizational outcomes. We discuss limitations of this study and directions for future research.
SYNOPSIS
Auditor burnout is an important issue in public accounting, as burnout has negative consequences for both the auditor and the audit firm. We examine how social-exchange relationships between auditors and their firm affect auditor burnout and turnover intention. Using a sample of 204 auditors at two accounting firms, we find that perceived fair treatment by the firm predicts perceived support from the firm, and perceived support predicts auditor commitment to the firm. We find that commitment is negatively related to auditor burnout and turnover intention and burnout is positively related to turnover intention. We also find that perceived firm fairness is directly associated with reduced levels of auditor burnout and turnover intention. The results underscore the important role that organizational fairness plays in engendering a social-exchange relationship between auditors and their firm, leading to reduced levels of burnout and turnover intention, benefitting both the auditor and the firm.
Data Availability: Please contact the first author.
This study investigates turnover intentions in public accounting firms using organizational justice. In the proposed theoretical model, the key construct is promotion instrumentality, the belief that the organization rewards strong employee performance with promotions. Employee perceptions of distributive justice influence promotion instrumentality, which, in turn, influences turnover intentions. Further, the relation between instrumentality and turnover is moderated by job performance. When instrumentality is low, employees with high job performance are more likely to leave the firm. To investigate the theoretical model, a survey was administered to auditors in several public accounting firms. Statistical results support the model.
The purpose of this study was to examine job embeddedness as a moderator of the effects of distributive, procedural and interactional justice on turnover intentions. This study also investigated the relationship between the aforementioned justice dimensions and turnover intentions. Data were gathered from a sample of full-time frontline hotel employees with a time lag of 2 weeks in Iran. The results demonstrated that the negative effects of distributive, procedural and interactional justice on turnover intentions were stronger among frontline employees with high levels of job embeddedness. The results further revealed that these justice dimensions had negative relationships with turnover intentions. Copyright © 2012 John Wiley & Sons, Ltd.
Previous research has identified certain dispositional variables that might moderate the relationship between attitudes and behaviors. Building on this work, the present study predicted that individuals who are both aware of their own attitudes (high in private self-consciousness) and unconcerned with the opinions of others (low in self-monitoring) would display high attitude-behavior correspondence. In contrast, individuals with other combinations of these traits were expected to display high norm-behavior correspondence. To test these predictions, attitudes, norms and behaviors relevant to spending time on school work were measured for 226 college students. The results showed clear support for the predicted personality differences in attitude-behavior and norm-behavior correspondences. In addition, other findings showed that attitudes and norms are distinct rather than redundant constructs. Alternative interpretations and theoretical implications of the findings were discussed.
This article presents a method that uses scenarios for the measurement of horizontal (H)and vertical (V) individualism (I) and collectivism (C) across cultures, with university samples. The scenarios were developed by using focus groups, to cover a wide range of social situations often found among university students. Graduate student judges indicated which responses to each scenario represented HI, VI, HC, or VC judgments. When the judges did not agree on these judgments, the scenarios were eliminated. Scenarios that did not distinguish responses obtained from the Illinois and Hong Kong samples were also eliminated. This resulted in a set of 16 scenarios that provide efficient measurement of the constructs. The method converges with a method that uses attitude items.
Le Mode`le de Culture Fit explique la manie`re dont l’environnement socio-culturel influence la culture interne au travail et les pratiques de la direction des ressources humaines. Ce mode`le a e´te´ teste´ sur 2003 salarie´s d’entreprises prive´es dans 10 pays. Les participants ont rempli un questionnaire de 57 items, destine´ a` mesurer les perceptions de la direction sur 4 dimensions socio-culturelles, 6 dimensions de culture interne au travail, et les pratiques HRM (Management des Ressources Humaines) dans 3 zones territoiriales. Une analyse ponde´re´e par re´gressions multiples, au niveau individuel, a montre´ que les directeurs qui caracte´risaient leurs environnement socio-culturel de fac¸on fataliste, supposaient aussi que les employe´s n’e´taient pas malle´ables par nature. Ces directeurs ne pratiquaient pas l’enrichissement des postes et donnaient tout pouvoir au contrôle et a` la re´mune´ration en fonction des performances. Les directeurs qui appre´ciaient une grande loyaute´ des employe´s supposaient qu’ils remplissent entre eux des obligations re´ciproques et s’engagaient dans la voie donnant pouvoir aux pratiques HRM. Les directeurs qui percevaient le paternalisme et une forte distance de l’autorite´ dans leur environnement socio-culturel, supposaient une re´activite´ des employe´s, et en outre ne pourvoyaient pas a` l’enrichissement des postes et a` la de´le´gation. Des mode`les spe´cifiques a` la culture qui mettent en relation ces 3 groupes de variables ainsi que les applications de ces recherches pour la psychologie industrielles trans-culturellesont e´te´ de´battus.
Previous research has shown that harmony-enhancing procedures for conflict resolution are endorsed more in collectivist than in individualist societies, whereas the reverse is true for confrontational procedures. However, this result is derived from comparing Western with Eastern societies, leaving the possibility that it may be caused by a variety of East-West differences other than collectivism and individualism. To resolve this ambiguity and to extend the generality of this finding, two collectivist societies, one from Europe (Spain) and the other one from Asia (Japan), were contrasted in the present study. Consistent with the individualism-collectivism framework, results indicated that the procedural preferences of these two cultural groups were quite similar. Results also indicated that expectancies based on process control and animosity reduction were culture-general predictors of procedural preference, and that valences based on these variables yielded little additional variance over and above the expectancy variables. Expectancies based on fairness and favourableness were found to be culture-specific, as were their relationships with procedural preference. Results also implied that cultural femininity was not related to procedural preference. Finally, implications of these results for developing a universal theory of procedural preference are discussed.
This study examines the extent to which employee judgments about distributive and procedural justice predict job satisfaction, intent to stay and evaluation of supervision in Hong Kong. Distributive and procedural justice each plays a role in determining work outcomes of Hong Kong employees. However, some effects of these justice variables differ from results of previous studies in the United States (U.S.). First, in previous U.S. studies, procedural justice moderates the relationship of distributive justice with evaluation of supervision, but not with job satisfaction or intent to stay. For Hong Kong employees, procedural justice moderates the effects of distributive justice on job satisfaction and intent to stay, but not on evaluation of supervision. Second, previous U.S. studies have shown that procedural justice has a larger effect on work outcomes for women, while distributive justice has larger effects on outcomes for men. For Hong Kong employees, the effects of procedural and distributive justice are about the same for men and women. Differences in the effects of distributive and procedural justice between Hong Kong and the U.S. may reflect cultural dimensions, such as collectivism/individualism and power distance, as well as the relative availability of rewards for women in the work force. Practical implications and future research directions are discussed. Copyright © 2000 John Wiley & Sons, Ltd.
A taxonomy is presented that categorizes theories of organizational justice with respect to two independent dimensions: a reactive-proactive dimension and a process-content dimension. Various theories within each of the four resulting categories are identified. The implications of the taxonomy are discussed with respect to clarifying theoretical interrelationships, tracking research trends, and identifying needed areas of research.
Purpose
The purpose of the study is to examine whether and how different types of organizational culture are associated with job satisfaction and turnover intention among hospital nurses in Korea, where the work culture is often considered different from that of Western countries.
Design/methodology/approach
The sample for the study consists of 527 nurses working in two public hospitals in Korea. Perceived organizational culture was assessed by a previously validated 20‐item instrument, and job satisfaction and turnover intention were measured by self‐report questionnaires. Factor analysis was employed to construct four different types of culture (consensual, rational, developmental, and hierarchical). The relationship among organizational culture, job satisfaction, and turnover intention was tested by structural equation modeling (SEM).
Findings
Among the different types of culture, consensual culture and rational culture had significant, positive associations with the nurses' job satisfaction. In addition, consensual culture exhibited the strongest, negative association with the turnover intention of the nurses, while hierarchical culture showed a significant, positive association.
Research limitations/implications
Consensual culture that emphasizes teamwork and values human relations was most strongly associated with higher job satisfaction and lower turnover intention of nurses in Korea. However, caution is needed in inferring that organizational culture is the cause of the nursing outcomes because this study is designed as a cross‐sectional study; thus, an association alone was proven and not causality.
Practical implications
Managers should be aware that understanding the organizational culture can help them to determine where to strive to help improve nurses' job satisfaction and retention rate.
Originality/value
The results of the study may be useful to health administrators who wish to decrease nurse turnover. Improving nurses' job satisfaction in the work environment may reduce turnover and help ensure a stable and qualified workforce.
This study addressed the unexamined issue of how and when distributive justice and procedural justice interact to predict turnover intention using a mediation–moderation framework. Survey data from 168 employees showed that affective commitment mediated the relationship between distributive justice and turnover intention, and this mediated effect varied across levels of supervisory procedural justice. Specifically, at high levels of procedural justice, affective commitment partially mediated the distributive justice–turnover intention link; at low levels of procedural justice, affective commitment fully mediated this link. The findings draw attention to the (a) importance of affective commitment in the absence of distributive and procedural fairness and (b) role of supervisory procedural justice in attenuating the adverse effects of low affective commitment on turnover intention.
We tested three theories (adult attachment, autonomy/relatedness, and gender roles) to understand relationship satisfaction among 150 British and 170 Turkish adults, all involved in romantic relationships. Avoidance, relatedness, autonomy–relatedness, and masculinity mediated the relationship between culture and romantic relationship satisfaction. Additionally, as anticipated, Turkish participants scored lower on relationship satisfaction and autonomy whereas British participants scored lower on avoidance and relatedness. Contrary to expectation, gender role differences (differences between masculinity and femininity) in the United Kingdom were not significantly smaller than in Turkey. It is concluded that adult attachment provides a useful framework for understanding country-level differences. (PsycINFO Database Record (c) 2012 APA, all rights reserved) (journal abstract)
Purpose
One of the main issues that many organizations will face in the coming years is the management of increasing diversity in the workforce. The purpose of this paper is to examine the levels of individualism and collectivism of managers in two different cultural environments, that is, Malaysia and Australia.
Design/methodology/approach
Data were collected by questionnaire from middle managers in a total of 18 organisations in Malaysia and ten organisations in Australia. Individualism‐collectivism was measured using Singelis et al .'s 32‐item scale. The items in the scale are designed to measure the horizontal and vertical aspects of individualism‐collectivism. The items were answered on seven‐point scale where 1 indicates strong disagreement and 7 indicates strong agreement. In addition, the seven‐item job satisfaction measure, which is part of the Survey of Organizations questionnaire developed by the Institute for Social Research at the University of Michigan, was used.
Findings
The study reveals the existence of differences between Malaysian and Australian managers on the level of vertical individualism, horizontal collectivism, and vertical collectivism. In addition, the Australian managers appear to have a significantly higher level of job satisfaction than their counterpart in Malaysia.
Research limitations/implications
Overall, the findings of the present study suggest that there have been significant shifts in value classifications in Malaysia since Hofstede conducted his original study. This finding underscores the fact that, although a nation's work‐related values and attitudes are deep‐seated preferences for certain end states; they are subject to change over the years as external environmental changes shape a society. Therefore, researchers and practitioners should use caution before attempting to use work‐related values and attitudes to understand human behaviours in organizations.
Practical implications
The results of this study may be of interest and assistance to managers of multinational and international organizations who need to manage in global contexts and, therefore, need to understand cultural‐driven differences in personal and interpersonal work‐related conditions between and across nations.
Originality/value
The results of this study provide empirical corroboration of the theoretical perspectives of Singelis et al. on individualism‐collectivism and horizontal and vertical dimensions of individualism and collectivism respectively. In addition, they may be of interest and assistance to managers of multinational and international organizations who need to manage in global contexts and, therefore, need to understand cultural‐driven differences in work attitudes of employees between and across nations. Finally, the study's findings contribute to a growing body of research that illustrates the need to take a multidimensional approach to the study on individualism‐collectivism.
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The occurrence and impact of psychological contract violations were studied among graduate management alumni (N = 128) who were surveyed twice, once at graduation (immediately following recruitment) and then two years later. Psychological contracts, reciprocal obligations in employment developed during and after recruitment, were reported by a majority of respondents (54.8 per cent) as having been violated by their employers. The impact of violations are examined using both quantitative and qualitative data. Occurrence of violations correlated positively with turnover and negatively with trust, satisfaction and intentions to remain.
In order to understand better the factors that influence adolescents’ mobility attitudes, a questionnaire study of high school students (N= 392) was conducted 1 year before their graduation. Mobility proneness was higher for adolescents with an individualistic attitude and when parents’ and friends’ attitudes toward mobility were perceived to be more positive. Uncertainty tolerance and strong vocational goals also were found to increase mobility proneness. In contrast, mobility proneness was lower for adolescents with a collectivistic attitude and firm plans for vocational training. The number of prior relocations has been identified as an influential factor in other studies, but did not prove significant here. The results support the notion that individualism and parents’ and peers’ attitudes, in particular, can be identified as adolescence-specific predictors of a positive attitude toward mobility and should be investigated further.