Employee Turnover Intention of SMEs: A Case Study in China
Keywords:
Turnover Intention, Hierarchical Linear Regression, Perception of External Job Opportunities.
Abstract
Through the empirical analysis and test of 2106 valid questionnaires of employees of small and medium enterprises(SMEs) in China, the article presents the influence mechanism of the sense of fairness of salary distribution on employees' turnover intention based on the cross angle of internal and external factors. The theory of organizational commitment and perception of external job opportunities was introduced and applied AMOS 22.0 to conduct confirmatory factor analysis on the scale. Then applies SPSS 23.0 to establish a hierarchical linear regression model to analyze the impact of the fairness of salary distribution on turnover intention and analyze organizational commitment and the mediating and regulating role of external job opportunities. The results indicate that the sense of fairness in salary distribution and organizational commitment can effectively reduce employees' turnover intention, and employees' perceived external job opportunities moderate this inhibition.
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Loi, R,Ngo, HY.,& Foley, S. (2006). Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support.Journal of Occupational and Organizational Psychology,79(1),101-120.
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Meyer, J.P., Allen N. J. (1991). A three-component conceptualization of organizational commitment,Human Resource Management Review,(1)1,61-89.
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Zheng, C.,Morrison, M., & O'Neill, G. (2006). An empirical study of high performance HRM practices in Chinese SMEs.The International Journal of Human Resource Management,17(10),1772-1803.
Becker, H.S. (1960). Notes on the concept of commitment,the American journal of society,66(1),32-40.
Cowherd, D. M., & Levine, D. I. (1992). Product quality and pay equity between lower-level employees and top management: An investigation of distributive justice theory. Administrative Science Quarterly, 37(2), 302–320.
Cardon. M.S,Stevens. C.E. (2004). Managing human resources in small organizations: What do we know?Human resource management review,14(3), 295-323.
Chrisman. J.J, Chua. J.H, & Litz. R.A. (2004). Comparing the agency costs of family and non-family firms: Conceptual issues and exploratory evidence,entrepreneurship Theory and practice,28(4),335-354.
Cao, Z., Chen, J., & Song, Y. (2013). Does Total Rewards Reduce the Core Employees' Turnover Intention?. International Journal of Business and Management, 8(20), 62.
Cohen-Charash, Y., & Mueller, J. S. (2007). Does perceived unfairness exacerbate or mitigate interpersonal counterproductive work behaviors related to envy? Journal of Applied Psychology, 92(3), 666–680.
Festinger, L., & Carlsmith, J. M. (1959). Cognitive consequences of forced compliance. The Journal of Abnormal and Social Psychology, 58(2), 203–210.
Forrier. A., Sels. L. (2003). The concept employability: a complex mosaic,International journal of human resources development and management,3, 102-124.
Fisher, Mark. (2010). Capitalist Realism: Is There No Alternative?. Winchester, UK: Zero Books. p. 2.
Guo, W., Sun, S.,& Dai, R. (2018).Guanxi deviant behaviour in the Chinese cultural context, Qualitative Research in Organizations and Management,13(2),162-182.
Heider, F. (1958). The naive analysis of action. In F. Heider, The psychology of interpersonal relations (p. 79–124). John Wiley & Sons Inc.
Thomas M. Jones. (1991). Ethical Decision Making by Individuals in Organizations: An Issue-Contingent Model.Academy of Management Review,16(2),366-395.
Kim, S. (2005). Factors affecting state government information technology employee turnover intentions,the American Review of Public Administration,35(2), 137-156.
Kaplow. L. (1986). An Economic Analysis of Legal Transitions,Harvard Law Review,(99)3,509-617.
Kim. W.G.,Leong. J.K,Lee.YK. (2005). Effect of service orientation on job satisfaction, organizational commitment, and intention of leaving in a casual dining chain restaurant.International Journal of Hospitality Management,24(2),171-193.
Leventhal G.S. (1980). What Should Be Done with Equity Theory?Social Exchange,21-55.
Layard., B. (2006). Happiness and Public Policy: a Challenge to the Profession,the economic journal,116(510),C24-C33.
Lazear. E.P., Shaw. K.L. (2007). Personnel economics: The economist's view of human resources,Journal of economic perspectives,21(4),91-114.
Loi, R,Ngo, HY.,& Foley, S. (2006). Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support.Journal of Occupational and Organizational Psychology,79(1),101-120.
Nickell. S.Unemployment and labor market rigidities: Europe versus North America,Journal of Economic perspectives 11 (3), 55-74.
Meyer, J.P., Allen N. J. (1991). A three-component conceptualization of organizational commitment,Human Resource Management Review,(1)1,61-89.
Mobley, M.F.; Bearden, W. O.; Teel, J. E. (1988). An investigation of individual responses to tensile price claims,Journal of Consumer Research,15(2),273-279.
Liu, Y. et al. (2003). The Impact of Organizational Justice on Organizational Effect Variables,Retrieved from http://www.cnki.com.cn/Article/CJFDTotal-GLSJ200303016.htm.
Price, J. (2001). Reflections on the determinants of voluntary turnover, International Journal of Manpower, (22)7,600-624.
Peng. M.W., Tan. J., Tong. T.W. (2004). Ownership types and strategic groups in an emerging economy,Journal of Management studies,41(7), 1105-1129.
Shu-Chi Lin, et al. (1994). The Effects of Distributive and Procedual Justice on Organizational Commitment and Organizational Citizenship Behavior,DOI:10.6656/MR.1994.13.2.CHI.87.
Schminke, M., Ambrose, M. L., & Cropanzano, R. S. (2000). The effect of organizational structure on perceptions of procedural fairness. Journal of Applied Psychology, 85(2), 294–304.
Tsang, A.(2002).Strategic dimensions of maintenance management,Journal of Quality in Maintenance Engineering,(8)1,7-39.
Thompson. J.A., & Bunderson. J.S. (2003).Violations of Principle: Ideological Currency in the Psychological Contract,Academy of Management Review,28(4),https://doi.org/10.5465/amr.2003.10899381
Wen-Zhonglin, et al. (2006). Mediated Moderator and Moderated Mediator,Acta Psychologica Sinica,2006,38(03),448-452.
Xu Jingxi. (2015). Turnover up slightly in workplaces,https://www.chinadaily.com.cn/china/2015-12/21/content_22758867.htm
Zheng, C.,Morrison, M., & O'Neill, G. (2006). An empirical study of high performance HRM practices in Chinese SMEs.The International Journal of Human Resource Management,17(10),1772-1803.
Published
2019-12-16
How to Cite
Yao, Y., & Zeng, H. (2019). Employee Turnover Intention of SMEs: A Case Study in China. International Journal of Small and Medium Enterprises, 2(2), 41-48. https://doi.org/10.46281/ijsmes.v2i2.439
Section
Research Paper/Theoretical Paper/Review Paper/Short Communication Paper
Copyright (c) 2019 Yixuan Yao,Hongjun Zeng
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