Turnover intention and performance in China : the role of positive affectivity, Chinese values, perceived organizational support and constructive controversy

Authors

Chun HUI, Department of Management, Chinese University of Hong Kong
Shiu Ho, Alfred WONG, Department of Management, Lingnan University
Dean William TJOSVOLD, Department of Management, Lingnan University

Document Type

Journal article

Source Publication

Journal of Occupational and Organizational Psychology

Publication Date

12-1-2007

Volume

80

Issue

4

First Page

735

Last Page

751

Publisher

John Wiley & Sons Ltd.

Abstract

This study examines antecedents of turnover intention and job performance in China. The total sample consisted of 153 employees in a toy manufacturing factory in South China. Data from matched supervisor and subordinate responses supported the hypotheses that the workplace experience of perceived organizational support related to turnover intention which in-turn related to individual job performance. Findings also indicated that the employees with traditional values and positive affectivity related significantly to perceived organizational support.

DOI

10.1348/096317906X171037

Print ISSN

09631798

E-ISSN

20448325

Publisher Statement

Access to external full text or publisher's version may require subscription.

Full-text Version

Publisher’s Version

Language

English

Recommended Citation

Hui, C., Wong, A., & Tjosvold, D. (2007). Turnover intention and performance in China: The role of positive affectivity, Chinese values, perceived organizational support and constructive controversy. Journal of Occupational and Organizational Psychology, 80(4), 735-751. doi: 10.1348/096317906X171037