open access
메뉴
open access
메뉴
ISSN : 1229-0696
The study delved into the impact of intragroup conflict on turnover intentions and cultural commonalities and differences in job satisfaction that mediates the relationship. To identify correlations among intragroup conflict, job satisfaction and turnover intentions for each Korean and Chinese employee, the study analyzed questionnaires used to survey Korean employees working at Korean companies and Chinese workers in Korean companies based in China. The study divided intragroup conflict into two types - relation conflict and task conflict - and looked into the impact of each conflict on turnover intentions, and found that both types of conflict heightened turnover intentions of both Korean and Chinese workers. The study also attempted to prove the mediating effects of job satisfaction on the relationship between relation conflict and task conflict, and turnover intentions. As a result, mediating effects were found only in the relationship between relation conflict and turnover intentions among Chinese employees, while Korean workers saw the same effects only in the relationship between task conflict and turnover intentions. The above-mentioned results indicate the following implications. Firstly, there were common effects of intragroup conflict on turnover intentions for both Korean and Chinese employees. Such effect can be understood from culture universal perspective. Secondly, differences emerged in the mediating effects of job satisfaction in the relationship between turnover intentions and intra-group conflicts. That is understandable from culture specific perspective. Thirdly, the result that can be inferred from the aforementioned findings is that when it comes to cross-cultural research on methods of management, it is important to consider two types of approaches - culture universal and culture specific approaches. Lastly, the study also indicated that companies operating overseas should seek both localized and global management.
김기태 (2002). 중국진출기업의 인사전략. LG주간경제, 5월호, 37-43.
김병희 (2004). 한국과 중국 광고에 나타난 가치 패턴 비교. 광고학연구, 15(3), 181-205.
김병희, 신운철, 한상필 (2002). 한국과 중국 대학생의 소비가치비교연구. 광고학연구, 13(5), 97-116.
나인강 (2005). 직무만족, 이직의도 및 이직행위의 관계에 대한 패널자료 분석. 대한경영학회지, 18(2), 509-530.
박동건, 염세걸 (2001). 이직 모형 비교 연구: Mobley의 모형을 중심으로. 한국심리학회지: 산업 및 조직, 14(2), 1-22.
서용원 (1997). 산업 및 조직심리학에서의 비교문화 연구. 심리학에서의 비교 문화 연구, 343-376.
성양경, 김명언 (2006). 팀 수준에서의 직무갈등과 관계갈등. 한국심리학회 연차학술대회.
이홍개, 정수진 (2007). 한․중 근로자의 동기부여 수준과 직무만족 및 조직몰입에 대한 비교연구. 한국경영교육학회 경영교육논총, 46, 181-202.
썬쟈 (2009). 중국 실업 문제의 실태와 시사점. LG 경제연구원 Weekly Focus.
조긍호 (1995). 문화와 인지: 타인이해의 연구를 중심으로. 한국심리학회 동계 심리학 연구세미나 발표논문집, 121-163.
조학래 (1998). 연구개발 인력의 이직의사영향 요인. 인사관리연구, 22(1), 81-125.
최낙환, 박소진 (2002). 정보형태에 따른 정보수용에 대한 개인주의-집단주의 성향의 효과. 한국마케팅저널, 4(1), 25-54.
한규석, 신수진 (1999). 한국인의 선호가치 변화-수직적 집단주의에서 수평적 개인주의로. 한국심리학회지: 사회 및 성격, 13(2), 293-310.
한상필 (2003). 광고를 통해 본 한국문화의 변화: 1960년부터 2000년까지의 광고 내용분석. 광고연구, 58, 135-162.
홍재욱 (2002). 광고와 문화적 가치: 중국과 한국의 TV광고비교. 광고학연구, 13(4), 111-130.
Abelson, M. A., & Baysinger, B. D. (1984). Optimal and Dysfunctional Turnover: Toward an Organizational Level Model. Academy of Management Review, 9, 331-341.
Ajzen, I., & Fishbein, M. (1980). Understanding attitude and predicting social behavoir. Englewood Cliff, NJ: Prentice Hall.
Amason, A. C. (1996). Distinguishing the effects of functional and dysfunctional conflict on strategic decision making: Resolving a paradox for top management groups. Academy of Management Journal, 39, 123-148.
Amason, A. C., & Sapienza, H. J. (1997). The effects of top management team size and interaction norms on cognitive and affective conflict. Journal of Management, 23, 495-516.
Amason, A. C., & Schweiger, D. (1997). The effect of conflict on strategic decision making effectiveness and organizational performance. In C.K.W. De Dreu and E. Van de Vliert (Eds.), Using conflict in organizations, London: Sage, 101-115.
Bailey, D. E. (2000). Modeling work group effectiveness in high-tech manufacturing environments. IIE Transactions, 32, 361-368.
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182.
Bass, B. M. (1990). Bass and Stogdill's handbook of leadership: Theory, research and managerial applications, New York: The Free Press.
Becker, T. E. (1992). Foci and bases of commitment: Are they distinctions worth making? Academy of Management Journal, 35, 232-244.
Berry, J. W. (1990). Imposed etics, emics, derived etics: Their conceptual and operational status in cross-cultural psychology. In T. N. Headland, K. L. Pike, and M.
Harris (Eds.), Emics and etics: The insider/outsider debate, Newbury Park, CA: Sage, 28-47.
Boulding, K. (1963). Conflict and Defense, NY: Harper & Row.
Campion, A., Medsker, G. J., & Higgs, A. C. (1993). Relations between work group characteristics and effectiveness: Implications for designing effective work group. Personal Psychology, 46, 823-850.
Chan, W. T. (1963). A source book in chinese philosophy, Princeton University Press.
Cheng, H., & Schweitzer, J. C. (1996). Cultural Values Reflected in Chinese and U.S. Television Commercials. Journal of Advertising Research, 36(3),27-45.
Chiou, J. S. (2001). Horizontal and Vertical Individualism and Collectivism among College Student in the United States, Taiwan, and Argentina. Journal of Social Psychology, 141(5), 667-678.
Coser, L. A. (1956). The functions of social conflict. Glencoe, Ill: Free Press.
Cotton, J. L., & Tuttle, J. M. (1986). Employee turnover: A meta-analysis and review with implications for research. Academy of Management Review, 11, 55-70.
Curry, J. P., Wakefield, D., Price, J. L., & Mueller, C. W. (1986). On the causal ordering of job satisfaction and organizational commitment. Academy of Management Journal, 29(4), 847-858.
De Dreu, C. K. W., & Beersma, B. (2005). Conflict in organizations: Beyond effectiveness and performance. European Journal of Work and Organizational Psychology, 14(2), 105-117.
De Dreu, C. K. W., & Weingart, L. R. (2003). Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis. Journal of Applied Psychology, 88, 741-749.
de Mooij, M. (2004). Consumer Behavior and Culture: Consequences for Global Marketing and Advertising. Thousand Oaks, CA: Sage.
Ding, D. Z., Goodall, K., & Warner, M. (2000). The end of the ‘iron rice-bowl’: whither Chinese human resource management? International Journal of Human Resource Management, 11(2), 217-236.
Dorfman, P. W., Howell, J. P., Hibino, S., Lee, J. K., Tate, U., & Bautista, A. (1997). Leadership in Western and Asian countries: Commonalities and differences in effective leadership processes across cultures. Leadership Quarterly, 8, 233-74.
Dyck, B., Bruning, N. S., & Driedger, L. (1996). Potential conflict, conflict stimulus, and organizational performance: An empirical test. International Journal of Conflict Management, 7(4), 295-313.
Eisenhardt, K .M., & Bourgeois, L. J. (1988). Politics of strategic decision making: Toward a midrange theory. Academy of Management Journal, 31, 737-770.
Gelfand, M. J., Erez, M., & Aycan, Z. (2007). Cross-Cultural Organizational Behavior. Annual review of psychology. 58, 479-514.
Gergen, K. J., Gulerce, A., Lock, A., & Misra, G. (1996). Psychological Science in Cultural Context. American Psychologist, 51, 496-503.
Gladstein, D. L. (1984). A model of task group effectiveness. Administrative Science Quarterly, 29, 499-517.
Guetzkow, H., & Gyr, J. (1954). An analysis of conflict in decision-making groups. Human Relations, 7, 367-381.
Hofstede, G. H. (1980). Culture’s Consequences: International Differences in Work-Related Values. Newbury Park, CA: Sage.
Hofstede, G. H. (1984). Culture's Consequences: International Differences in Work Related Values. Beverly Hills, CA: Sage.
Hofstede, G. H. (2007). Asian management in the 21stcentury. Asia Pacific Journal of Management, 24, 411-420.
Jehn, K. A. (1995). A multimethod examination of the benefits and detriments of intragroup conflict. Administrative Science Quarterly, 40, 256-282.
Jehn, K. A. (1997). A qualitative analysis of conflict types and dimensions in organizational groups. Administrative Science Quarterly, 42, 530-557.
Lee, T. W., Mitchell, T. R., Holtom, B. C., McDaniel, L. S., & Hill, J. W. (1999). The unfolding model of voluntary turnover: A replication and extension. Academy of Management Journal, 42, 450-462.
Locke, E. A. (1976). The nature and causes of job satisfaction. In M. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp.323-349), Chicago: Rand McNally.
Markus, H. R., & Kitayama, S. (1991). Culture and the self: Implications for cognition, emotion, and motivation. Psychological Review, 20, 568–579.
March, J. G., & Simon. H.A. (1958). Organizations. New York: Wiley.
Mobley, W. H., Horner, S. D., & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63, 408-414.
Morris, M. W., Leung, K., Ames, D., & Lickel, B. (1999). Views from inside and outside: Integrating emic and etic insights about culture and justice judgments. Academy Management Review. 24, 781–96.
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-Organizational linkages: The psychology of commitment, absenteeism and turnover, New york: Academics Press.
Nibler, R., & Harris, K. L. (2003). The effects of culture and cohesiveness on intragroup conflict and effectiveness. Journal of Social Psychology, 143(5), 613-631.
Pelled, L. H. (1996). Demographic diversity, conflict, and work group outcomes: An intervening process theory. Organization Science, 7, 615-631.
Pike, K. L. (1967). Language in Relation to a Unified Theory of the Structure of Human Behavior. The Hague: Mouton.
Pinkley, R. L. (1990). Dimensions of conflict frame: Mediator and disputant interpretations of conflict. Journal of Applied Psychology, 75, 117-131.
Porter, L. W., & Steers, R. M. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 80, 151-176.
Posthuma, R. A., Joplin, J., & Maertz, C. P. (2005). Comparing the validity if turnover predictors in the United States and Mexico," International Journal of Cross-Cultural Management, 5, 165-180.
Price, J. L., & Mueller, C. W. (1986). Absenteeism and turnover of hospital employees. Greenwich, CT: JAI Press.
Robbins, S. P. (2001). Organizational Behavior, Prentice-Hall, 9th.
Saavendra, R. Earley, P. C., & Van Dyne, L. (1993). Complex interdependence in task-performing groups. Journal of Applied Psychology, 78, 61-72.
Salancik, G. R., & Pfeffer, J. (1977). An examination of need satisfaction models of job satisfaction. Administrative Science Quarterly, 22, 427-456.
Schweiger, D., Sandberg, W., & Ragan, J. W. (1986). Group approaches for improving strategic decision making: A comparative analysis of dialectical inquiry, devil's advocacy, and consensus approaches to strategic decision making. Academy of Management Journal, 29, 51-71.
Schweiger, D., Sandberg, W., & Rechner, P. (1989). Experiential effects of dialectical inquiry, devil's advocacy, and consensus approaches to strategic decision making. Academy of Management Journal, 32, 745-772.
Simons, T. L., & Peterson, R. S. (2000). Task conflict and relationship conflict in top Management teams: the pivotal role of intragroup trust. Journal of Applied Psychology, 85(1), 102-111.
Sousa-Poza, A., & Henneberger, F. (2004). Analyzing Job Mobility with Job Turnover Intentions: An International Comparative Study. Journal of Economic Issues, 38, 113-138.
Steel, R. P., & Ovalle, K. N. (1984). A review and meta-analysis of research on the relationship between behavioral intentions and employee turnover. Journal of Applied Psychology, 69, 673-686.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46, 259-290.
Tjosvold, D., Hui, C., Ding, D. Z., & Hu, J.(2003). Conflict values and team relationships: Conflict's contribution to team effectiveness and citizenship in China. Journal of Organizational Behavior, 24, 69-88.
Trevor, C. O. (2001). Interactions among actual ease-of-movement determinants and job satisfaction in the prediction of voluntary turnover. Academy of Management Journal, 44(4), 621-638.
Triandis, H. C. (1994). Culture and Social Behavior. New York: McGraw-Hill.
Triandis, H. C. (1995). Individualism and collectivism. Boulder, CO: Westview Press.
Triandis, H. C., Chen, X. P., & Chan, K. S. (1998). Scenarios for the Measurement of Collectivism and Individualism. Journal of Cross-Cultural Psychology, 29, 275-289.
Triandis, H. C., & Gelfand, M. J. (1998). Converging Measurement of Horizontal and Vertical Individualism and Collectivism. Journal of Personality and Social Psychology, 74 (1), 118-128.
Tsui, A. S., Schoohoven, C. B., Meyer, M. B., Lau, C. M., & Mikovich, G. T. (2004). Organization and management in the midst of societal transformation: The people’s Republic of China. Organization Science, 15(2), 133-144.
Wall, V., & Nolan, L. (1986). Perceptions of inequity, satisfaction, and conflict in task-oriented groups. Human Relations, 39, 1033-1052.
Walton, R. E., & Dutton, J. (1969). The management of interdepartment conflict: A model and review. Administrative Science Quarterly, 14, 73-84.
Weldon, E., & Vanhonacker, W. (1999). Operating a Foreign-invested Enterprise in China: Challenges for Managers and Management Researchers. Journal of World Business, 34, 94-108.
Wilcox, J. S., Ko, G., Gentry, J. W., Stricklin, M., & Jun, S. (1996). Advertising Presentations of the Independent versus Interdependent Self to Korean and U.S. College Students. Advances in International Marketing, 7, 159-174.
Wu, C., Neubert, M. J., & Yi, X. (2007). Transformational leadership, cohesion perceptions and employee cynicism about organizational change: The mediating role of justice perceptions. Journal of Applied Behavioral Science, 43(3),327-351.