随着近年来中国企业国际化进程的加快，跨文化背景的人力资源管理问题日 益凸显。由于企业的传统福利具有强制性、刚性化、激励作用不强的特点，在人力 资源管理中，一些企业开始积极探讨非强制性员工福利在吸引、留住和激励员工方 面的作用。论文基于这一背景，应用社会交换理论，探讨中国与马拉维2国企业非 强制性福利制度对员工离职意愿的影响，选题有一定的理论与实际意义。 论文介绍了相关文献和社会交换理论，通过文献梳理，分别以组织承诺和组 织公平为中介变量和调节变量，构建了非强制性福利对员工离职意愿的影响模型。 在收集来自中国和马拉维的505名企业员工调查数据的基础上，验证了企业非强制 性福利对组织承诺有正向影响，对员工的离职意愿有负向影响，组织承诺及其三个 维度与员工离职意存在负相关关系。 研究结果表明，实施非强制性员工福利是吸引、留住和激励员工的重要策略。 根据社会交换理论，管理者努力满足员工非强制性的员工福利，将导致互惠行为， 有利于企业员工改变工作态度，降低离职意愿，提高工作绩效。此外，不同的文化 背景、行业政策和国家经济体制对结果的一致性产生影响。 关键词：社会交换理论；非强制性福利；组织承诺；组织公正；员工离职意愿 iv ABSTRACT In recent years, the rate of increase in internationalization of China's enterprises has raised the issue of human resource management in cross cultural context making it more prominent than before. The traditional welfare management practiced by a lot of enterprises typically characterizes of mandatory, rigid and weak incentives known as mandatory benefits; whereas some organizations have actively begun to explore the role of non-mandatory benefits as a welfare package in attracting, retaining and motivating employees in human resource management. With this background, this paper makes use of the social exchange theory to explore the impact of the non-mandatory welfare system of enterprises in China and Malawi on the turnover intention of employees, a concept that has theoretical and practical significance. This paper introduces the relevant literature and seeks to analyze the relationship between non- mandatory benefits and employee turnover intention. Applying the social exchange theory, organizational commitment and organizational justice are assessed as intermediary (mediator) variable and moderator variable respectively, whereas the construct on impact of non-mandatory benefits on employees' turnover intention is assessed as an independent variable. Based on survey data of 505 employees acquired from China and Malawi based organizations, it is verified that the non-mandatory benefits have a positive impact on organizational commitment and a negative impact on employees' turnover intention. Organizational commitment and its three dimensions also result to a negative correlation with employees' turnover intention. The results show that the implementation of non-mandatory employee benefits is an important strategy to attract, retain and motivate employees. According to the social exchange theory, managers' efforts to meet employees' non-mandatory benefits demand will lead to reciprocal behavior, which is conducive on the work environment as employees' work attitude is adjusted, turnover intention level reduced and work performance is enhanced. In addition, different cultural backgrounds, industrial policies and national economic systems could have an impact on the consistency of results but this was not so much the case in this paper. KEYWORDS: Social exchange theory, Non-mandatory benefits, Organizational commitment, Organizational justice, Turnover intention v TABLE OF CONTENTS CHAPTER 1: INTRODUCTION .................................................................................................... 1 1.1 Research Background ................................................................................................................ 1 1.2 Research Objective .................................................................................................................... 2 1.3 Research Outline ....................................................................................................................... 4 1.4 Research Methodology .............................................................................................................. 4 CHAPTER 2: THEORY & LITERATURE REVIEW .................................................................... 6 2.1 Definition Of Concepts.............................................................................................................. 6 2.1.1 Employee Benefits.............................................................................................................. 6 2.1.2 Organizational Justice ...................................................................................................... 10 2.1.3 Work Attitude ................................................................................................................... 11 2.1.4 Turnover Intentions .......................................................................................................... 12 2.2 Purpose Of Non-Mandatory Employee Benefit ...................................................................... 13 2.3 Social Exchange Theory .......................................................................................................... 15 2.4 Non-Mandatory Employee Benefit Cost Structure ................................................................. 17 2.4 Employee Benefit General Status In China & Abroad ............................................................ 18 2.4.1 Employee Benefit Systems In China ................................................................................ 19 2.4.2 Non-Mandatory Employee Benefits Abroad .................................................................... 22 CHAPTER 3: RESEARCH THEORETICAL APPROACH & MODEL DESIGN ...................... 24 3.1 Construction Of Employee Benefit Theoretical Model ........................................................... 24 3.2 Research Hypothesis ............................................................................................................... 26 3.3 Questionnaire Design .............................................................................................................. 29 3.3.1 Non-Mandatory Employee Benefits Instruments ............................................................. 29 3.3.2 Organizational Justice Instruments ................................................................................... 30 3.3.3 Organizational Commitment Scale ................................................................................... 31 3.3.4 Turnover Intentions Scale................................................................................................. 31 3.3.5 Demographic Variables .................................................................................................... 32 3.4 Preliminary Investigation ........................................................................................................ 32 3.5 Chapter Summary .................................................................................................................... 33 CHAPTER 4: DATA ANALYSIS & HYPOTHESIS TESTING .................................................. 35 4.1 Data Collection And Description ............................................................................................ 35 4.1.1 Data Collection ................................................................................................................. 35 4.1.2 Descriptive Statistical Analysis ........................................................................................ 36 vi 4.2 Correlation Analysis Of Variables .......................................................................................... 38 4.3 Reliability And Validity Analysis Of Data.............................................................................. 39 4.4 Model Predictability ................................................................................................................ 42 4.5 Regression An