Effect of Psychological Empowerment on Turnover Intention through Job Satisfaction and Organizational Commitment: focus on Korea, China, Japan Employees

• 영문명: Effect of Psychological Empowerment on Turnover Intention through Job Satisfaction and Organizational Commitment: focus on Korea, China, Japan Employees
• 발행기관: 동아시아경상학회
• 저자명: Boine Kim
• 간행물 정보: 『East Asian Journal of Business Economics』Vol.6 No.2, 1~13쪽, 전체 13쪽
• 주제분류: 경제경영 > 경제학
• 파일형태: PDF
• 발행일자: 2018.06.30

영문 초록

Purpose – The present research is to investigate the effect of psychological empowerment on turnover intention through job satisfaction and organizational commitment. Research design, data, and methodology – These include turnover intention as dependent variable, psychological empowerment as an independent variable and for mediating variables job satisfaction and organizational commitment. Also nationality of employee is used as a moderating variable. Survey data was collected was total 886 respondents from 345 Korean, 313 Chinese, 228 Japanese. Data analysis was conducted with SPSS to test reliability of variables with Cronbach’s alpha and one variable confirmatory factor analysis to test common method bias. And regression analysis was conducted to confirm relationship among variables. AMOS was used for path analysis and to analysis moderating effect of employees’ country. Results – The results of regression indicate that psychological empowerment increase job satisfaction, affective commitment, normative commitment and turnover intention. Job satisfaction, affective commitment and normative commitment decrease turnover intention. As for the moderating role of country, it seems that country does matter. Conclusions – Main conclusions of this research implicate that to decrease employee turnover intention company need to manage psychological empowerment, job satisfaction, and organizational commitment. Also there is need to consider similarity and difference in managing employees of Korea, China and Japan employees. Manager need to verify direction and importance of each antecedent then apply to employees.

목차

1. Introduction

2. Literature Review

3. Methodology

4. Empirical Analysis

5. Conclusion

키워드

Turnover Intention Psychological Empowerment Job Satisfaction Organizational Commitment