The Effect of Cultural Differences on Behavioral Responses to Low Job Satisfaction

By David C. Thomas, K. Au. 2002

160 citations recorded by the source corpus.

Subfields: Communication, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/bc0609cb008ea295ec0579b95a05c6fbe4eae33f

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Citations in the corpus

Cross-cultural organizational behavior. (2007, background): “…found that culture moderates the impact of job satisfaction on withdrawal behaviors; a stronger relationship exists in individualistic cultures as compared with collectivistic and low-power-distance and high-power-distance cultures (Posthuma et al. 2005, Thomas & Au 2002, Thomas & Pekerti 2003).”
The Determinants of Alternative Forms of Workplace Voice (2012, background): “Similarly, research has examined culture as a possible determinant of prosocial informal voice (Botero & Van Dyne, 2009; Thomas & Au, 2002) and whistle-blowing (Tavakoli et al., 2003; Zhang et al., 2009) but has not examined its possible relation to voice surrounding perceptions of mistreatment.”
5 Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future (2008, background): “For example, a number of studies have shown that culture moderates the relationships between job satisfaction and withdrawal behaviors ; the relationship is typically stronger in individualistic cultures compared with collectivist cultures (Thomas and Au, 2002).”
A quarter century of Culture's Consequences: a review of empirical research incorporating Hofstede's cultural values framework (2006, methodology): “…in a sample of executive education participants in New Zealand and HK (New Zealanders were higher in HIND and VCOL than those in HK), Thomas and Au (2002) found that HIND was positively related to voice and that VCOL was positively related to neglect and negatively related to…”
Cultural variation and the psychological contract (2003, result): “Evidence consistent with this idea is provided by research on situations of declining job satisfaction, which showed a dominant response of exit for collectivists, and voice for individualists (Thomas & Au, 2002).”
Situational job characteristics and job satisfaction: The moderating role of national culture (2015, background): “Authors investigating horizontal individualism an c Thomas and Au (2002), Foley, Hang-yue, and Lo”
Corporate Social Responsibility and Socially Responsible Investing: A Global Perspective (2007, background): “Several diverse ways exist to characterize cultural differences, and Thomas and Au (2002) present two dimensions that distill down to vertical collectivism and horizontal individualism.”
Cronyism: a cross-cultural analysis (2006, background): “In the last few years, several researchers (e.g., Chiou, 2001; Nelson and Shavitt, 2002; Thomas and Au, 2002; Gouveia et al., 2003; Kemmelmeier et al., 2003) have demonstrated its explanatory value.”
The translation of corporate governance changes across national cultures: the case of Germany (2005, background): “…relation to associations between culture and the supply of entrepreneurship (Begley and Tan, 2001), wages and employee voice (Van der Vliert, 2001; Thomas and Au, 2003), entry mode choice (Brouthers, 2002) and the performance of joint ventures as entry modes (Pothukuchi, Damanpour, Choi, Chen and…”