Perceived Mentoring Functions, Perceived Organizational Fairness, and Turnover Intention of Firms in China: The Mediating Effect of Perceived Organizational Support
Firms in China have been struggling with a high turnover rate in recent years. Thus, it is critical that Chinese employers recognize factors affecting turnover intention of employees. In addition, there are study tested the direct relationships of perceived mentoring function and perceived fairness...
| Main Authors: | , |
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| Format: | Article |
| Language: | English |
| Published: |
National Sun Yat-sen University
2022-08-01
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| Series: | Contemporary Chinese Political Economy and Strategic Relations: An International Journal |
| Subjects: | |
| Online Access: | https://icaps.nsysu.edu.tw/static/file/131/1131/img/CCPS8(2)-Zhao-Tey.pdf |
| _version_ | 1828072733610606592 |
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| author | Zhao Songen Tey Lian Seng |
| author_facet | Zhao Songen Tey Lian Seng |
| author_sort | Zhao Songen |
| collection | DOAJ |
| description | Firms in China have been struggling with a high turnover rate in recent years. Thus, it is critical that Chinese employers recognize factors affecting turnover intention of employees. In addition, there are study tested the direct relationships of perceived mentoring function and perceived fairness on turnover intention. However, the process of linking the perceived mentoring function (PMF) and perceived organizational fairness (POF) on turnover intention is lacking. Based on these gaps, a cross-sectional study was conducted to investigate 508 responses in China regarding the turnover intention. Data collected were analysed by using multiple regression analysis to examine the direct relationships of PMF and POF on turnover intention. In addition, it also tested the mediating role of perceived organizational support (POS) in the relationship between PMF/POF and turnover intention. The findings show that POS significantly mediates POF on turnover intention, but not PMF on turnover intention. This study contributes to the knowledge by broadening the literature of turnover intention from direct and indirect impact of PMF, POF and POS perspective as well as shed light to practitioners the way to lower the turnover intention of the employee. |
| first_indexed | 2024-04-11T01:15:40Z |
| format | Article |
| id | doaj.art-d377f49843e143098dc564f847480cfc |
| institution | Directory Open Access Journal |
| issn | 2410-9681 |
| language | English |
| last_indexed | 2024-04-11T01:15:40Z |
| publishDate | 2022-08-01 |
| publisher | National Sun Yat-sen University |
| record_format | Article |
| series | Contemporary Chinese Political Economy and Strategic Relations: An International Journal |
| spelling | doaj.art-d377f49843e143098dc564f847480cfc2023-01-04T03:52:43ZengNational Sun Yat-sen UniversityContemporary Chinese Political Economy and Strategic Relations: An International Journal2410-96812022-08-0182290323Perceived Mentoring Functions, Perceived Organizational Fairness, and Turnover Intention of Firms in China: The Mediating Effect of Perceived Organizational SupportZhao Songen0Tey Lian Seng1University of MalayaUniversity of MalayaFirms in China have been struggling with a high turnover rate in recent years. Thus, it is critical that Chinese employers recognize factors affecting turnover intention of employees. In addition, there are study tested the direct relationships of perceived mentoring function and perceived fairness on turnover intention. However, the process of linking the perceived mentoring function (PMF) and perceived organizational fairness (POF) on turnover intention is lacking. Based on these gaps, a cross-sectional study was conducted to investigate 508 responses in China regarding the turnover intention. Data collected were analysed by using multiple regression analysis to examine the direct relationships of PMF and POF on turnover intention. In addition, it also tested the mediating role of perceived organizational support (POS) in the relationship between PMF/POF and turnover intention. The findings show that POS significantly mediates POF on turnover intention, but not PMF on turnover intention. This study contributes to the knowledge by broadening the literature of turnover intention from direct and indirect impact of PMF, POF and POS perspective as well as shed light to practitioners the way to lower the turnover intention of the employee.https://icaps.nsysu.edu.tw/static/file/131/1131/img/CCPS8(2)-Zhao-Tey.pdfchinaperceived mentoring functionsperceived organizational fairnessperceived organizational supportturnover intention |
| spellingShingle | Zhao Songen Tey Lian Seng Perceived Mentoring Functions, Perceived Organizational Fairness, and Turnover Intention of Firms in China: The Mediating Effect of Perceived Organizational Support Contemporary Chinese Political Economy and Strategic Relations: An International Journal china perceived mentoring functions perceived organizational fairness perceived organizational support turnover intention |
| title | Perceived Mentoring Functions, Perceived Organizational Fairness, and Turnover Intention of Firms in China: The Mediating Effect of Perceived Organizational Support |
| title_full | Perceived Mentoring Functions, Perceived Organizational Fairness, and Turnover Intention of Firms in China: The Mediating Effect of Perceived Organizational Support |
| title_fullStr | Perceived Mentoring Functions, Perceived Organizational Fairness, and Turnover Intention of Firms in China: The Mediating Effect of Perceived Organizational Support |
| title_full_unstemmed | Perceived Mentoring Functions, Perceived Organizational Fairness, and Turnover Intention of Firms in China: The Mediating Effect of Perceived Organizational Support |
| title_short | Perceived Mentoring Functions, Perceived Organizational Fairness, and Turnover Intention of Firms in China: The Mediating Effect of Perceived Organizational Support |
| title_sort | perceived mentoring functions perceived organizational fairness and turnover intention of firms in china the mediating effect of perceived organizational support |
| topic | china perceived mentoring functions perceived organizational fairness perceived organizational support turnover intention |
| url | https://icaps.nsysu.edu.tw/static/file/131/1131/img/CCPS8(2)-Zhao-Tey.pdf |
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