Moderating Effect Of Job Factors and Lender-Member Exchange (LMX) on The Relationship Between Job Satisfaction and Organizational Commitment and Intention to Leave The Host Country: A Study of Expatriates in Indonesia  

Oleh:

Setiawati, Utami D. ; Soetjipto, Budi Widjaja

Jenis: Article from Journal - ilmiah nasional - tidak terakreditasi DIKTI
Dalam koleksi: Manajemen Usahawan Indonesia vol. XXXVI no. 09 (Sep. 2007), page 31-36.
Topik: DRynamic programming; Knapsack/cargo; Allocation and returns problems; Computer programs

Ketersediaan

Perpustakaan Pusat (Semanggi) Nomor Panggil: MM15.29 Non-tandon: 1 (dapat dipinjam: 0) Tandon: tidak ada

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Isi artikel

In General, research finds that job satisfaction and organizational commitment are negatively related to employess' turnover (Mitchell, Holtom, Lee, Sablynski & Erez, 2001). In other words, the higher the satisfaction and commitment, the less the employeess intend to leave the host country. Literature suggests that work (job) and non work (job) factors may affect the aforementioned variables (e.g. Black, Mendenhall and Oddou, 1991; Gregersen and Black, 1992; Mitchell et al., 2001; Nauman, 1992). Thus, it could be said that such factors may moderate the relationship between job satisfaction and organizational commitment, and expatriates' intention to leave. Job factors include role include, role ambiguity and job characteristics (skill variety, task identity, task significance, feedback and autonomy) (Naumann, 1992), while non job factors are represented by leader-member exchange (LMX) (Kraimer, Wayne and Jaworski, 2001). Based on the data collected from 109 expatriates working for multinational companies in Indonesia, this study empirically examines the extent (1) job factors and LMX moderates the relationship between job satisfaction and intention to leave, and (2) job factors and LMX moderates the relationship between organizational commitment and intention to leave as weel as positively relates to intention to leave. This study also finds that role conflict moderates the relationship between job satisfaction and intention to leave, and that LMX moderates the relationship between organizational commitment and intention to leave.

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