Use this URL to cite or link to this record in EThOS: https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.734076
Title: The role of organizational culture and commitment on job embeddedness and stay intention in Hong Kong
Author: Fong, Vincent
ISNI:       0000 0004 6497 3442
Awarding Body: London South Bank University
Current Institution: London South Bank University
Date of Award: 2017
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Abstract:
This research focuses on investigating the work and non-work dimensions of job embeddedness to stay intention and its relationship with organizational culture and commitment in Hong Kong, using a mixed methods approach. A large organization with over 200 staff in one of the major retail sectors in Hong Kong was chosen for a case study. To investigate the relationship between job embeddedness, organizational culture, organisational commitment and stay intention, firstly, a questionnaire survey was conducted (100 respondents) and a partial least square approach was used to identify relationship. Secondly, face-to-face interviews were conducted (9 respondents) at the company to triangulate the relationships among the constructs. Finally, face-to-face interviews results and documented exit interviews from the company were also analyzed to validate three important factors of cultural practice (fair reward, competence development and empowerment) which is crucial for talent management. The positive relationship of stay intention with organizational culture; organizational commitment; and job embeddedness were investigated using quantitative research approaches and triangulated with the qualitative research findings. The work dimension of job embeddedness was more applicable to stay intention. Job embeddedness was found to mediate the effect between organizational culture and stay intention, and between organizational commitment and stay intention. Analysis of the face-to-face and exit interviews identified fair reward, competence development and empowerment as important factors for talent management. The job embeddedness model (Mitchell et al. 2001) has not been investigated in the approach within the context of Hong Kong as this research. Three cultural factors - fair reward, competence development and empowerment are important for supporting talent management in the company and would probably help staff recruitment and retention.
Supervisor: Patel, Shushma ; Warwick, John ; Patel, Dilip ; Cheung, Ronnie Sponsor: Not available
Qualification Name: Thesis (D.Prof.) Qualification Level: Doctoral
EThOS ID: uk.bl.ethos.734076  DOI:
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