Date of Award
Doctor of Philosophy
The present study meta-analytically analyzed the role of national culture in moderating relationships between turnover criterion (turnover behavior and turnover rates) and its correlates at the individual and collective level, and tested the relative strength of such relationships and cultural effects between levels. Results based on 175 independent samples (N=93113) from 26 countries indicate that relationship(s) of turnover criterion with a) job satisfaction and continuance commitment are stronger in individualistic countries, b) affective commitment is stronger in feminine countries, c) normative commitment is stronger in collectivistic countries, d) shared job attitudes is stronger in egalitarian countries, and e) job embeddedness (signals) are stronger in collectivistic countries; and that such relationships and the moderating effects of culture are stronger at the collective level than at the individual level. These findings provided valuable theoretical and practical implications.
Dissertation or thesis originally submitted to the local University of Memphis Electronic Theses & dissertation (ETD) Repository.
Ma, Qing, "Cultural Influence on Employee Turnover: A Multi-level Meta-analytic Investigation" (2018). Electronic Theses and Dissertations. 1907.