Organizational rewards and employee commitment: a Chinese study

By Alexander Newman, A. Sheikh. 2012

111 citations recorded by the source corpus.

Purpose – The purpose of this study is to assess how the cultural value orientations of individual employees moderate their attitudinal responses to different categories of organizational rewards. Specifically, it seeks to examine how one dimension of traditionality, respect for authority, moderates the relationship between affective organizational commitment and three variables: pay satisfaction, autonomy and satisfaction with supervision.Design/methodology/approach – Hierarchical regression analysis was utilized to analyze survey data obtained from a sample of 290 employees of a major Chinese airline company.Findings – Employees high in traditionality were found to exhibit higher levels of affective commitment when autonomy and satisfaction with supervision was low. When autonomy and satisfaction with supervision was high employees low in traditionality exhibited higher levels of emotional attachment to the organization.Research limitations/implications – The cross‐sectional design is an obvious limitat...

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/1dbbd1ce413327a50234deabe5e497a6f2ccbee3

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. Peter S. Hofman
2. Tinton Rumbungan Octorend
3. A. P. Mangkunegara
4. Alexander Newman

In Social Psychology

1. Tinton Rumbungan Octorend
2. A. P. Mangkunegara
3. Peter S. Hofman
4. Alexander Newman

Citations in the corpus

• Effect of Work Discipline, Work Motivation and Job Satisfaction on Employee Organizational Commitment in the Company (Case Study in PT. Dada Indonesia) (2015, result): “As stated in a previous study conducted by researchers.[1,4,7,12].”
• The impact of perceived corporate social responsibility on organizational commitment and the moderating role of collectivism and masculinity: evidence from China (2014, background): “These items have been widely validated in the Chinese cultural context (Newman et al. 2011; Newman and Sheikh 2012).”