Job satisfaction and turnover intention in China

Abstract

Purpose This paper aims to examine the moderating effects of job alternatives and policy support on the relationship between job satisfaction and turnover intention. Design/methodology/approach A questionnaire survey was conducted in China. The study sample consisted of employees from organizations of different sizes, ownerships and industry types. Finally, 462 valid questionnaires were obtained. Findings Cognitive job satisfaction has a stronger negative effect on turnover than affective job satisfaction, and both effects depend on the factors related to ease of movement. Cognitive job satisfaction is more effective when job alternative is low and policy support is high, whereas affective job satisfaction leads to lesser turnover when job alternative is high and policy support is low. Research limitations/implications First, the demography of the respondents may have limited the generalizability of our findings. Second, this study has the limitation common to all cross-sectional studies. Third, this study focuses on turnover intention of employees rather than actual turnover rates. Finally, although the authors have identified specific factors related to ease of movement as the moderators by drawing upon the organizational equilibrium theory and current HRM literature, there may be other moderators that can affect the relationship between job satisfaction and turnover. Practical implications HRM managers should apply organizational HRM to the local institutional environment, especially to the human resource policies of local governments, which vary significantly across regions in China. Social implications HRM managers should be very cautious to approach career development task in China, especially when they have an attitude of whatever works in mature economies will surely work in organizations in Chinese society. Originality/value The findings extend previous career development literature that assumes unconditional effects of job satisfaction on turnover intention. With the objective of exploring the effects of conditional factors, the current study explores the special role of job alternatives and policy support in the job satisfaction – turnover relationship in the context of China. Additionally, the findings provide support for the application of organizational equilibrium theory in the context of China.