The impact of employee perceptions of training on organizational commitment and turnover intentions: a study of multinationals in the Chinese service sector

By Alexander Newman, Rani Thanacoody, Wendy Hui. 2011

301 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/bfd55ee3cc45fe489e74256e6bd134030e76cddc

How researchers see this paper

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

In Communication

1. Khawaja Jehanzeb
2. Anwar Rasheed
3. M. F. Rasheed
4. Peter S. Hofman
5. A. Sheikh
6. Alexander Newman

In Organizational Behavior and Human Resource Management

1. Peter S. Hofman
2. Khawaja Jehanzeb
3. Anwar Rasheed
4. M. F. Rasheed
5. A. Sheikh
6. Alexander Newman

Citations in the corpus

• Organizational commitment in Chinese small- and medium-sized enterprises: the role of extrinsic, intrinsic and social rewards (2012, background): “Secondly, it has been widely validated as a scale in a host of geographical and organizational settings (Cheng and Stockdale 2003; Newman et al. 2011).”
• Organizational Commitment and Turnover Intentions: Impact of Employee's Training in Private Sector of Saudi Arabia (2013, methodology): “This negates findings from other countries (Ahmad & Bakar, 2003; Al-Emadi& Marquardt, 2007) but supports the findings of Newman et al. (2011), who also found no relationship between motivation to learn and organizational commitment.”
• 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).”