Turnover intention and performance in China: The role of positive affectivity, Chinese values, perceived organizational support and constructive controversy

By Chun Kit Hui, Alfred Shiu-ho Wong, Dean Tjosvold. 2007

170 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/0f6f9d11a0b464152bdc40241aa0b797768a4787

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. Sophie Anna De Winne
2. E. Marescaux
3. A. Hooke
4. Lili Zhang
5. Li Sun
6. Chen Wu
7. Joon Hyung Park
8. Alexander Newman

In Social Psychology

1. E. Marescaux
2. A. Hooke
3. Sophie Anna De Winne
4. Joon Hyung Park
5. Alexander Newman
6. Luc Sels

Citations in the corpus

• Mentoring functions and turnover intention: the mediating role of perceived organizational support (2016, background): “Numerous empirical studies have negative relationship between POS and employees’ turnover intentions (Allen, Shore, & Griffeth, 2003; Hui et al., 2007; Loi, Ngo, & Foley, 2006).”
• Perceived Organizational Support: A Literature Review (2019, background): “Hui et al. (2007) showed that employees’ traditional values and positive emotions were significantly related to perceived organizational support. Watt and Hargis (2010) found that workers who had tendency to be tired were not aware of the organization’s support for them. Eisenberger and Stinglhamber”
• HR practices and HRM outcomes: the role of basic need satisfaction (2012, background): “This is an important HRM outcome because it affects performance both directly by decreasing the willingness to perform effectively (Hui et al., 2007) as indirectly by increasing turnover, which subsequently affects performance negatively (Kacmar et al.”