Examining expatriate turnover intention: the role of cross-cultural interpersonal conflict and collectivism difference

• Main Authors: Chen, Yiru, 陳怡如
• Other Authors: Liu, Yuwen
• Format: Others
• Language: en_US
• Published: 2014
• Online Access: http://ndltd.ncl.edu.tw/handle/pwxfzt

碩士 === 國立清華大學 === 科技管理研究所 === 102 === This paper examines how the three different types of cross-cultural interpersonal conflict (direct conflict, indirect conflict by oneself, indirect conflict by others) between expatriates and local employees in workplace affect expatriates perception of job satisfaction and turnover intention. The role of collectivism difference on the relationship between a job satisfaction and turnover intention was also explored. Data was collected from 81 Taiwanese expatriates. Hypotheses were tested with hierarchical multiple regression analysis. As the results, both types of indirect conflict weaken job satisfaction and, in turn, strengthen turnover intention. In addition, job satisfaction fully mediates the relationship between indirect conflict and turnover intention. Findings indicate that low collectivism difference between host and home country negatively moderates the relationship between job satisfaction and turnover intention. This research highlights the importance of how different types of interpersonal conflict and collectivism difference impact both expatriates and organizations.