Job Satisfaction and Turnover Intentions
Applied H.R.M. Research, 2010, Volume 12, Number 1, pages 17-39
An Investigation of Country Differences in the Relationship Between Job Satisfaction and Turnover Intentions
Lap Luu California State University, Long Beach Keith Hattrup San Diego State University
The relationship between job satisfaction and turnover is important due to the extensive costs of turnover in most organizations. Unfortunately, little is known about how cultural differences at the national level, such as differences in uncertainty avoidance (UA) and individualism/collectivism (I/C), moderate the relationship between job attitudes and job withdrawal. In the present research, data from a large multinational opinion survey were used to compare the relationship between job satisfaction and turnover intentions across four countries that differ in UA and I/C, namely France, Japan, the Philippines, and the United States of America. The relationship between satisfaction and turnover intentions was significantly stronger in the U.S. and France than in Japan and the Philippines, supporting the hypothesis that turnover intentions are more strongly related to job satisfaction in countries that are higher in individualism.
Job satisfaction is one the most central and studied topics in industrial/organizational psychology (Judge, Parker, Colbert, Heller & Ilies, 2001; Spector, 1997). It has been found to correlate with a variety of important outcomes, such as life satisfaction, job performance, turnover, and absenteeism (Hulin & Judge, 2003; Judge et al., 2001). The relationship between job satisfaction and turnover is one of importance due to the extensive costs of turnover in most organizations (Johns, 2001). Turnover is part of a larger psychological and behavioral construct of withdrawal which includes lower effort, higher absenteeism, thoughts of quitting, and turnover (Hanisch & Hulin, 1991; Hulin, 1991). Job satisfaction is the most important predictor of these outcomes (Hanisch & Hulin,
An Investigation of Country Differences in the Relationship Between Job Satisfaction and Turnover Intentions
Lap Luu California State University, Long Beach Keith Hattrup San Diego State University
The relationship between job satisfaction and turnover is important due to the extensive costs of turnover in most organizations. Unfortunately, little is known about how cultural differences at the national level, such as differences in uncertainty avoidance (UA) and individualism/collectivism (I/C), moderate the relationship between job attitudes and job withdrawal. In the present research, data from a large multinational opinion survey were used to compare the relationship between job satisfaction and turnover intentions across four countries that differ in UA and I/C, namely France, Japan, the Philippines, and the United States of America. The relationship between satisfaction and turnover intentions was significantly stronger in the U.S. and France than in Japan and the Philippines, supporting the hypothesis that turnover intentions are more strongly related to job satisfaction in countries that are higher in individualism.
Job satisfaction is one the most central and studied topics in industrial/organizational psychology (Judge, Parker, Colbert, Heller & Ilies, 2001; Spector, 1997). It has been found to correlate with a variety of important outcomes, such as life satisfaction, job performance, turnover, and absenteeism (Hulin & Judge, 2003; Judge et al., 2001). The relationship between job satisfaction and turnover is one of importance due to the extensive costs of turnover in most organizations (Johns, 2001). Turnover is part of a larger psychological and behavioral construct of withdrawal which includes lower effort, higher absenteeism, thoughts of quitting, and turnover (Hanisch & Hulin, 1991; Hulin, 1991). Job satisfaction is the most important predictor of these outcomes (Hanisch & Hulin,