Perceived human resource management practices and intention to leave of employees: the mediating role of organizational citizenship behaviour in a Sino-Japanese joint venture

Abstract

This current study investigates how employees' organizational citizenship behaviour (OCB) mediates the relationships among perceived human resource management practices (i.e., retention-oriented compensation and formalized training) on the employees' intention to leave their jobs. The universalistic proposition framework provides the basis for this study. Using a sample of 152 respondents from a Sino-Japanese joint venture located in China, we found that retention-oriented compensation and formalized training are positively related to the engagement of OCB, while they are negatively associated with intention to leave the organization. In addition, we also discovered that OCB mediates the effects of retention-oriented compensation and formalized training on the said intention to leave. We likewise discuss their implications in this study.

Keywords:

• China
• formalized training
• human resource management practices
• intention to leave
• joint venture
• organizational citizenship behaviour
• retention-oriented compensation
• Sino-Japanese

Acknowledgement

The work described in this study was supported by grants from Departmental General Research Funds of The Hong Kong Polytechnic University (Project No. 4-ZZ71), the Research Grants Council of the Hong Kong Special Administrative Region, China (Project No. CityU 1120/02H), City University of Hong Kong (Strategic Research Grant, Project No. 7001671), and the Grant-in-Aid for Scientific Research from the Ministry of Education, Culture, Sports, Science, and Technology (MEXT), Japan (No. 19730264).