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Employee response to negative workpl...

Park, Joo-Young.

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Employee response to negative workplace situations: Does culture matter?

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Employee response to negative workplace situations: Does culture matter?/
作者:	Park, Joo-Young.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 2011,
面頁冊數:	221 p.
附註:	Source: Dissertations Abstracts International, Volume: 73-07, Section: A.
Contained By:	Dissertations Abstracts International73-07A.
標題:	Studies. -
電子資源:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3489808
ISBN:	9781267094520

Employee response to negative workplace situations: Does culture matter?
Park, Joo-Young.

Employee response to negative workplace situations: Does culture matter? - Ann Arbor : ProQuest Dissertations & Theses, 2011 - 221 p.

Source: Dissertations Abstracts International, Volume: 73-07, Section: A.

Thesis (Ph.D.)--Michigan State University, 2011.

This item must not be added to any third party search indexes.

The purpose of this paper is to investigate how culture affects employee response to negative workplace situations, by attempting to answer the following questions: (1) Does culture affect employee response to negative workplace situations? (2) If so, how does culture affect employee response to negative workplace situations? In other words, which culture-specific values affect employee response to negative workplace situations? What key features of a non-western culture directly make a difference in the application of existing voice-related models? To answer these questions, this dissertation suggested a comprehensive theoretical model built on two theoretical grounds-the exit-voice theory proposed by Hirschman (1970) and the culture model developed by Kozan (1997). The model suggested in this study started with Hirschman's initial conceptualization of voice and Rusbult and colleagues (1982)'s Exit-Voice-Loyalty-Neglect construct for the theoretical framework to explain employee response to negative workplace situations. To explore the cultural factors to be tested in this dissertation, Kozan's culture model was used to suggest key cultural values in the Asian countries. This dissertation suggested that in a harmony culture where the values of collectivism, face-saving, and conflict-avoidance are prized, people will be guided by these key values when they respond to a negative situation at work. In addition, voice predictors found in previous empirical studies-including alternative quality, self-esteem, Power Distance, and LMX quality-were added to the proposed model to examine their effect on EVLN behaviors. A field study was conducted in automotive facilities both in Korea and in the U.S. Based on the data analysis, several interesting findings emerged. First, and most notably, for a 'leaver,' who choose the exit option, culture does not matter such that 1) a country effect was not found in the exit option; 2) none of the three harmony culture values have a significant association with the exit option across countries. Second, for a 'stayer,' who choose voice, loyalty, or neglect option, culture does matter in that 1) country effect was observed in all non-exit options; 2) culture-specific values, such as collectivism, face-saving, and conflict-avoidance were found to affect employees will choose all non-exit options in the Korean sample, but not in the U.S. sample. It supported that these three values, representing the characteristics of a harmony culture, guide and predict voice behaviors those belonging to such a culture. Finally, aside from these culture-specific values, global factors working cross cultures were found in both the Korean and the U.S. samples, such as LMX for the voice option and alternative quality for the exit option. The results of the data analysis show that these EVLN responses can be categorized as constructive (the voice and loyalty option) or destructive (the exit and neglect option), depending on the consequences of these behaviors. Collectivism and face-saving have a significant and positive association with constructive responses, while conflict-avoidance has a significant and positive association with the destructive responses. Overall, this study presents strong empirical evidence of the effect of culture on employee voice-related behaviors, increasing our understanding of employee voice behavior across cultures.

ISBN: 9781267094520Subjects--Topical Terms:

3433795
Studies.
Subjects--Index Terms:

Cross-cultural research

Employee response to negative workplace situations: Does culture matter?
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520 $a The purpose of this paper is to investigate how culture affects employee response to negative workplace situations, by attempting to answer the following questions: (1) Does culture affect employee response to negative workplace situations? (2) If so, how does culture affect employee response to negative workplace situations? In other words, which culture-specific values affect employee response to negative workplace situations? What key features of a non-western culture directly make a difference in the application of existing voice-related models? To answer these questions, this dissertation suggested a comprehensive theoretical model built on two theoretical grounds-the exit-voice theory proposed by Hirschman (1970) and the culture model developed by Kozan (1997). The model suggested in this study started with Hirschman's initial conceptualization of voice and Rusbult and colleagues (1982)'s Exit-Voice-Loyalty-Neglect construct for the theoretical framework to explain employee response to negative workplace situations. To explore the cultural factors to be tested in this dissertation, Kozan's culture model was used to suggest key cultural values in the Asian countries. This dissertation suggested that in a harmony culture where the values of collectivism, face-saving, and conflict-avoidance are prized, people will be guided by these key values when they respond to a negative situation at work. In addition, voice predictors found in previous empirical studies-including alternative quality, self-esteem, Power Distance, and LMX quality-were added to the proposed model to examine their effect on EVLN behaviors. A field study was conducted in automotive facilities both in Korea and in the U.S. Based on the data analysis, several interesting findings emerged. First, and most notably, for a 'leaver,' who choose the exit option, culture does not matter such that 1) a country effect was not found in the exit option; 2) none of the three harmony culture values have a significant association with the exit option across countries. Second, for a 'stayer,' who choose voice, loyalty, or neglect option, culture does matter in that 1) country effect was observed in all non-exit options; 2) culture-specific values, such as collectivism, face-saving, and conflict-avoidance were found to affect employees will choose all non-exit options in the Korean sample, but not in the U.S. sample. It supported that these three values, representing the characteristics of a harmony culture, guide and predict voice behaviors those belonging to such a culture. Finally, aside from these culture-specific values, global factors working cross cultures were found in both the Korean and the U.S. samples, such as LMX for the voice option and alternative quality for the exit option. The results of the data analysis show that these EVLN responses can be categorized as constructive (the voice and loyalty option) or destructive (the exit and neglect option), depending on the consequences of these behaviors. Collectivism and face-saving have a significant and positive association with constructive responses, while conflict-avoidance has a significant and positive association with the destructive responses. Overall, this study presents strong empirical evidence of the effect of culture on employee voice-related behaviors, increasing our understanding of employee voice behavior across cultures.
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