Utilize este identificador para referenciar este registo:
http://hdl.handle.net/10071/9961
Autoria: | Ma, S. Trigo, V. |
Data: | 2012 |
Título próprio: | The "country-of-origin effect" in employee turnover intention: evidence from China |
Volume: | 23 |
Número: | 7 |
Paginação: | 1394-1413 |
ISSN: | 0958-5192 |
Palavras-chave: | Convergence or divergence Country-of-origin effect in HRM HRM in China MNCs in China Turnover intention |
Resumo: | The increasing presence of foreign direct investment in China has boosted the competition for talent among different multinational corporations (MNCs) from diverse national backgrounds. This article investigates the differences in the human resource management (HRM) approaches adopted by the US, European, and Japanese MNC subsidiaries operating in China and explores the relationships between employees' perceptions toward the HRM approaches and turnover intention. Significant differences in the HRM approaches and employees' level of turnover intention were found, indicating a 'country-of-origin effect' in HRM approaches that subsequently influences employees' attitudes. In addition, this article produces evidence suggesting that the perception of HRM characteristics predicts employees' intentions to quit. Implications for HRM convergence or divergence debate are discussed. |
Arbitragem científica: | Sim |
Acesso: | Acesso Embargado |
Aparece nas coleções: | BRU-RI - Artigos em revistas científicas internacionais com arbitragem científica |
Ficheiros deste registo:
Ficheiro | Descrição | Tamanho | Formato | |
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publisher_version_Int_J_Human_Resource_Management.pdf Restricted Access | 234,87 kB | Adobe PDF | Ver/Abrir Request a copy |
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