国内图书分类号：C93 学校代码：10213
国际图书分类号：35密级：公开
管理学博士学位论文
信任气氛和员工福利如何提高绩效和降低离
职倾向：跨文化检验
博士研究生 ： Muhammad Rafiq
导师 ： 吴伟伟
申请学位 ： 管理学博士
学科、专业 ： 工商管理
所 在 单 位 ： 管理学院
答 辩 日 期 ： 2018年6月
授予学位单位 ： 哈尔滨工业大学
Classified Index: C93
U.D.C.: 35
Dissertation for the Doctoral Degree in Management
HOW DOES TRUST CLIMATE IMPROVE
PERFORMANCE AND REDUCE TURNOVER
INTENTION: A CROSS-CULTURAL
EXAMINATION
Candidate: Muhammad Rafiq
Supervisor: Prof. Wu Weiwei
Academic Degree Applied for: Doctor ofManagement
Specialty: Business Administration
Affiliation: School of Management
Date of Oral presentation: June, 2018
Degree Confirming Institute: Harbin Institute of Technology
Abstract
- I -
Abstract
Facing a new round of global industrial restructuring, it is vital for developing and
less-developed yet populous regions to build a trusted, happy, engaged workforce to
achieve competitiveness. Given this challenge, researchers are increasingly
recognizing the need for promoting strong employee’s wellbeing at the workplace. As
working is an important part of most individual’s lives, and, in turn, it exerts a great
deal of influence on their wellbeing. Workplace situations differ greatly from general
life situations; thus, the concept of employee’s wellbeing must be clearly distinguished
from general wellbeing. Explicitly, previous scholars most of the focus on work related
wellbeing. In fact, previous literature on non-work related wellbeing specifically
employee’s life satisfaction completely ignored. Thus, in this study, we use both work
and non-work related wellbeing. Although in developing countries the pillar of the
national economy lifeline is traditional, labor-intensive industries, it is vital to gain a
better understanding of the mechanisms between employee wellbeing and employee’s
job outcomes, in order to build a high-quality workforce.
This study examined trust climate on employee job performance and turnover
intention, and as well as whether the relationships between organizational trusted
climate – job performance and turnover intention are mediated by employee’s well-
being (work engagement and life satisfaction). Additionally, this study integrates an
indigenous cross-cultural perspective with the organizational embeddedness theory to
delve into employees’ job performance and wellbeing-turnover issues in large
developing country ingrained predominantly with Confucius and Muslim cultural
values. Also, this study examined whether the moderated mediating effect would be
different across cultures. Traditionally, China and Pakistan have been considered
collectivist behaviour, in comparison to US (predominantly individualistic). However,
the important cultural differences (possibly subtle) in moderated mediating effects
were explained based on cross-cultural culture perspectives.
When comparing trust and its outcomes in organizations, even countries with
comparable cultures and similar national values may find subtle but important
differences. It will be illogical to assume that your own view of trust is always
admirable. This form of nationalism is a common human condition and must be re-
adjusted and re-evaluated when multiple cultures are present. Although companies
Abstract
- II -
have become accustomed to educating their management of the customs and language
of foreign trade associates such education must be developed to embrace reliance
anticipations. This acquaintance will lend a hand to trim down misinterpretations, help
boost confidence and build trust in the workplace, across organizations and nations.
We conducted a questionnaire survey on employees from the media sector in the
China and Pakistan. The data was analyzed using moderated mediation models
examination conducted in cross-cultural perspectives. For data analysis, we used multi-
group confirmatory factor analysis (MCFA), multi-group structure equation modeling
(MSEM) through bootstrap method, and moderated mediation approaches to test the
hypotheses in AMOS and SPSS.
Results suggest that all the predictors analyzed (trust climate, work engagement,
life satisfaction, organizational embeddedness) were p-value significant positively
related to job performance and negatively related to turnover intention. Furthermore,
firstly, employee’s wellbeing (work engagement and life satisfaction) mediates the
relationships between trust climate — job performance and turnover intention.
Specifically, this mediation (employee’s wellbeing) effect is higher on Chinese media
employee’s job performance and for Pakistan media employee’s this mediation effect is
higher on their turnover intention. Secondly, the employee’s wellbeing (work
engagement and life satisfaction) on job performance and turnover intention
mechanisms are moderated by organizational embeddedness. This moderation effect is
also higher for Chinese media sector employee’s job performance and Pakistan media
employee’s turnover intention. Finally, the findings of this study revealed that the
moderated mediation (indirect effect) of trust on job performance and turnover
intention via employee’s wellbeing and organizational embeddedness is also higher for
Chinese media employee’s job performance and Pakistan media sector employee’s
turnover intention.
The main contribution of this study is to develop a model that illustrates the
importance of employee work/ non-work related well-being and organizational
embeddedness on the relationships between trust climate — job performance and
turnover intention, providing insightful implications in cross-cultural perspective.
Specifically, unlike mature markets where employee’s well-being and organizational
embeddedness may not be directly link to work efficiency and quality due to a high-
level of automation. The applicability of the Western concepts to Eastern culture is also。