TY - JOUR
T1 - Perceived human resource management practices and intention to leave of employees
T2 - The mediating role of organizational citizenship behaviour in a Sino-Japanese joint venture
AU - Lam, Wing
AU - Chen, Ziguang
AU - Takeuchi, Norihiko
N1 - Funding Information:
The work described in this study was supported by grants from Departmental General Research Funds of The Hong Kong Polytechnic University (Project No. 4-ZZ71), the Research Grants Council of the Hong Kong Special Administrative Region, China (Project No. CityU 1120/02H), City University of Hong Kong (Strategic Research Grant, Project No. 7001671), and the Grant-in-Aid for Scientific Research from the Ministry of Education, Culture, Sports, Science, and Technology (MEXT), Japan (No. 19730264).
PY - 2009
Y1 - 2009
N2 - This current study investigates how employees' organizational citizenship behaviour (OCB) mediates the relationships among perceived human resource management practices (i.e., retention-oriented compensation and formalized training) on the employees' intention to leave their jobs. The universalistic proposition framework provides the basis for this study. Using a sample of 152 respondents from a Sino-Japanese joint venture located in China, we found that retention-oriented compensation and formalized training are positively related to the engagement of OCB, while they are negatively associated with intention to leave the organization. In addition, we also discovered that OCB mediates the effects of retention-oriented compensation and formalized training on the said intention to leave. We likewise discuss their implications in this study.
AB - This current study investigates how employees' organizational citizenship behaviour (OCB) mediates the relationships among perceived human resource management practices (i.e., retention-oriented compensation and formalized training) on the employees' intention to leave their jobs. The universalistic proposition framework provides the basis for this study. Using a sample of 152 respondents from a Sino-Japanese joint venture located in China, we found that retention-oriented compensation and formalized training are positively related to the engagement of OCB, while they are negatively associated with intention to leave the organization. In addition, we also discovered that OCB mediates the effects of retention-oriented compensation and formalized training on the said intention to leave. We likewise discuss their implications in this study.
KW - China
KW - Formalized training
KW - Human resource management practices
KW - Intention to leave
KW - Joint venture
KW - Organizational citizenship behaviour
KW - Retentionoriented compensation
KW - Sino-Japanese
UR - http://www.scopus.com/inward/record.url?scp=70849110753&partnerID=8YFLogxK
UR - http://www.scopus.com/inward/citedby.url?scp=70849110753&partnerID=8YFLogxK
U2 - 10.1080/09585190903239641
DO - 10.1080/09585190903239641
M3 - Article
AN - SCOPUS:70849110753
SN - 0958-5192
VL - 20
SP - 2250
EP - 2270
JO - International Journal of Human Resource Management
JF - International Journal of Human Resource Management
IS - 11
ER -