Understanding the influence of culture on the relationship between rewards and organizational commitment in Chinese business: A study of China Airline Co

Muress, Stuart (2009) Understanding the influence of culture on the relationship between rewards and organizational commitment in Chinese business: A study of China Airline Co. [Dissertation (University of Nottingham only)] (Unpublished)

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Abstract

This work examines the influence of culture on the relationship between rewards and organizational commitment in a Chinese business, China Airline Co*. First the research gives an overview of the airline industry in China and highlights the significance of this research in a Chinese context. The literature review then evaluates existing literature on organizational commitment in the West and within China before the hypotheses are developed. Quantitative research was undertaken, in the form of questionnaires distributed to employees of China Airline Co and this data has been analysed. Finally, the conclusion and limitations of the study are presented.

In total 290 completed questionnaires were collected in this research. The results showed the importance of extrinsic and intrinsic rewards in forming affective organizational commitment in China. In particular, analysis of the influence of culture (collectivism) on this relationship between rewards and commitment yielded significant results. The research identified significant negative relationships, moderated by collectivism, between three variables: social support and affective commitment, autonomy and affective commitment, and career development practices and affective commitment. No significant relationships were found when collectivism interacts with two further variables: satisfaction with benefits and affective commitment, and working conditions and affective commitment.

The recommendations of this research for businesses in China are that it is possible to increase employee commitment to the organization by better understanding the relationship between rewards and organizational commitment. Indeed, by understanding the influence of an employee’s collectivism orientation on this relationship, reward systems can be tailored so that organizational commitment is increased and employee turnover is reduced. This work is important as employee turnover increases costs and the turnover rate is comparatively higher in businesses operating in China than in the West.

* The actual airline company in China wishes to remain confidential in the research.

Item Type: Dissertation (University of Nottingham only)
Depositing User: EP, Services
Date Deposited: 02 Jun 2011 15:33
Last Modified: 23 Oct 2016 03:32
URI: http://eprints.nottingham.ac.uk/id/eprint/22777

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