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The effects of perceived organizational support, perceived supervisor support and intra‐organizational network resources on turnover intentions: A study of Chinese employees in multinational enterprises

Newman, Alexander, Thanacoody, Rani and Hui, Wendy 2011, The effects of perceived organizational support, perceived supervisor support and intra‐organizational network resources on turnover intentions: A study of Chinese employees in multinational enterprises, Personnel review, vol. 41, no. 1, pp. 56-72, doi: 10.1108/00483481211189947.

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Title The effects of perceived organizational support, perceived supervisor support and intra‐organizational network resources on turnover intentions: A study of Chinese employees in multinational enterprises
Author(s) Newman, Alexander
Thanacoody, Rani
Hui, Wendy
Journal name Personnel review
Volume number 41
Issue number 1
Start page 56
End page 72
Total pages 17
Publisher Emerald Insight
Place of publication Bradford, Eng.
Publication date 2011-12-16
ISSN 0048-3486
1758-6933
Keyword(s) Perceived organizational support
Perceived supervisor support
Intra-organizational network resources
Turnover intentions
China
Employees turnover
Summary Purpose: The purpose of this study is to investigate the impact of perceived organizational support (POS), perceived supervisor support (PSS) and intra-organizational network resources on the turnover intentions of the Chinese employees of multinational enterprises. Design/methodology/approach: The study utilized structured equation modeling to analyze survey data from 437 Chinese employees of five multinational enterprises operating in the Chinese service sector. Findings: The study found that POS was positively related to affective organizational commitment, which in turn was negatively related to turnover intentions. A direct relationship was revealed between PSS and turnover intentions, as well as a mediated relationship through POS. In contrast, the relationship between intra-organizational network resources and turnover intentions was fully mediated through POS. Research limitations/implications: The cross sectional design is a limitation of the study. Another limitation regards the generalisability of the findings outside the specific research context. Future research should be extended to different geographical and organizational settings. Practical implications: In order to promote employee retention, multinational enterprises operating in China could start by carefully targeting visible support on offer to their employees. Improving supervisor support is a relatively inexpensive and practical measure compared to the costly alternatives such as improving employee compensation, training and career development. Organizations should also consider improving co-worker support schemes in the workplace which enable individuals to build up their network resources. Originality/value: The study provided evidence for both a direct relationship between PSS and turnover intentions and a mediated one via POS, confirming the generalisability of previous findings to the Chinese context. In addition it made an original contribution by establishing that POS fully, rather than partially mediated the relationship between intra-organizational network resources and turnover intentions. This suggests that Chinese employees attribute instrumental and expressive support from others in the organization as coming from the organization itself.
Language eng
DOI 10.1108/00483481211189947
Field of Research 150310 Organisation and Management Theory
1503 Business And Management
1701 Psychology
Socio Economic Objective 970115 Expanding Knowledge in Commerce, Management, Tourism and Services
HERDC Research category C1.1 Refereed article in a scholarly journal
Copyright notice ©2011, Emerald Insight
Free to Read? Yes
Persistent URL http://hdl.handle.net/10536/DRO/DU:30080397

Document type: Journal Article
Collections: Open Access Collection
Department of Management
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Every reasonable effort has been made to ensure that permission has been obtained for items included in DRO. If you believe that your rights have been infringed by this repository, please contact drosupport@deakin.edu.au.