The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study

This paper reports the results of a two-sample study—a sample of medical reps from pharmaceutical companies (N = 232) and a sample of respondents from multiple organizations (N = 221)—of the relationships between pay satisfaction, organizational commitment, and turnover intentions. Hypotheses were tested using a multidimensional perspective on both pay satisfaction and organizational commitment. Results from both samples show that the effect of pay satisfaction on intended turnover is fully mediated by affective commitment and perceived sacrifice commitment. Pay satisfaction is also significantly related to normative commitment but the latter has no influence on the outcome. Finally, in the sample of medical reps, pay satisfaction significantly reduces commitment based on lack of employment alternatives, a finding that is interpreted in light of the characteristics of pay systems in pharmaceutical companies. Future directions on compensation satisfaction and commitment research are discussed.     

管理者权力距离对员工创造性观点产生与实施关系的调节作用

本研究考察了管理者的权力距离对于员工创造性观点产生与实施过程的调节作用。对170名企业员工和他们的直接主管的问卷调查结果表明：（1）管理者的权力距离对员工创造性观点的产生与实施的影响是不同的。管理者的高权力距离会抑制员工创造性观点的产生,但会促进员工创造性观点的实施。（2）管理者的高权力距离会促进员工创造性想法从产生向实施的转化。研究讨论了管理者的权力距离水平对于创新过程影响的实践意义。     

新型农村合作医疗制度创新测度指标体系研究

为了对新型农村合作医疗制度创新状况进行客观、准确的测度,在汲取有关公共服务创新理论的基础上,结合新型农村合作医疗制度创新状况,探索构建新型农村合作医疗制度创新测度指标体系,以促进新型农村合作医疗绩效的提高。     

Using Creative Writing Techniques to Enhance the Case Study Method in Research Integrity and Ethics Courses

The following article explores the use of creative writing techniques to teach research ethics, breathe life into case study preparation, and train students to think of their settings as complex organizational environments with multiple actors and stakeholders.     

中国临床医学专业博士研究生教育之我观

中国的研究生教育事业篷勃发展,但发展的背后却隐藏着种种弊端,妨碍着培养质量的提高.就临床医学专业博士研究生教育中存在的问题提出四点建议,希望有利于其健康发展.     

Work attitudes,career success and health: Evidence from China

Research on the determinants and implications of career success, and in particular on how they are related to health among Chinese workers is scarce. This research explores the impact and relevance of individual attitudes of trust and organizational citizenship behavior on objective and subjective career success, and their relevance to physical and mental health. Further, we explore the moderating role of a career system on the relationships between work attitudes and career success. Using a random sample of 10,372 people in China we used multi-level linear regression methodology to explore a mediation–moderation model based on organizational theories. We found support for the impact of organizational citizenship behaviors and trust, for both objective and subjective career success as mediators of mental and physical health, and for a career system as a moderator, with significant differences emerging between workers employed in the public and private sectors. The results are important as they shed light on the relationship between work and life attitudes on outcomes of high relevance at national level. The original contribution would be of interest to policy makers at both organizational and national level.     

Contexts of the commitment–citizenship link: A test of economic volatility in a dual organization setting

Research interest on the commitment–performance link persists, and recent efforts have focused on investigating the contextual factors due to the mixed outcome of the empirical studies. However, very limited study has examined the influence of economic factors including economic volatility, and none in the dual setting of the organization and the union. This study investigated the contextual influence of perceived inflation—an economic volatility construct—on commitment and extra-role performance. Exchange theory, with support from psychological contract and equity theories, was used to postulate two parallel, but competing models of the organization and the union. Using a sample of 247 unionized employees in southern U.S.A., the study tested the moderating effect of perceived inflation on the relation between commitment and citizenship intent. The results revealed three-way interactive effects in both models, in a dual commitment setting. Thus, the economic volatility construct acts as a situational constraint on the link between the attitudinal-based commitments and citizenship intent, but in the contexts of obligation and cost-based commitments to the organization and the union respectively. The implications of these mitigated effects are discussed.     

Organizational career growth and subsequent voice behavior: The role of affective commitment and gender

Although research has established a connection between career growth and turnover intentions, there continues to be a need to study how employee career growth contributes positively to organizations. In the present research, we studied in particular how employees' organizational career growth is related to voice behavior. Employing theories of social exchange, organization-based self-esteem, and psychological attachment, we developed six hypotheses pertinent to this relationship, including the mediating role of affective organizational commitment and the moderating effect of gender. We tested our hypotheses using data from 328 employees in Mainland China over three time periods. As we hypothesized, we found positive relationships between the three dimensions of organizational career growth and subsequent voice behavior. Our results also verified that these relationships are partially mediated by affective organizational commitment and partially moderated by gender.     

Unpacking the relation between extraversion and volunteering in later life: The role of social capital

This study tested the hypothesis that the relation between extraversion and volunteering by older adults is fully mediated by social capital (participation in clubs and organizations, church attendance, and contact with friends). Data for this study come from 888 adults between the ages of 65–90 years old who participated in the Later Life Study of Social Exchanges (LLSSE). In support of our hypothesis, structural equation modeling revealed that extraversion exerted: (a) a significant total effect on volunteering (0.122), (b) significant indirect effects on volunteering via contact with friends (0.042), church attendance (0.034), and clubs and organizations (females only: 0.042), and (c) a non-significant direct effect on volunteering (0.010). These findings suggest that social capital provides a viable explanation for the association between extraversion and volunteering.     

Forming and reacting to overall fairness: A cross-cultural comparison

This study compared the cross-cultural formation and reactions toward overall fairness perception of employees from the US, China, Korea, and Japan. Distributive justice was related to overall fairness less strongly for Americans and Japanese than for Chinese and Koreans. In contrast, interactional justice was related to overall fairness more strongly for Americans and Japanese than for Chinese and Koreans. As expected, materialism seems to provide a coherent account of these cultural differences. In addition, overall fairness showed a stronger effect on turnover intention for Americans than for Chinese and Koreans. For job satisfaction, the effect of overall fairness was stronger for Americans than for Chinese, Koreans, and Japanese. Power distance seems to provide an adequate account of these cultural differences.