Annotated Bibliography
This article was downloaded by: [University of California San Francisco]
On: 14 December 2011, At: 13:45
Publisher: Routledge
Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office: Mortimer House,
37-41 Mortimer Street, London W1T 3JH, UK
The International Journal of Human Resource
Management
Publication details, including instructions for authors and subscription information: http://www.tandfonline.com/loi/rijh20 Creating value for employees: investment in employee development Chay Hoon Lee & Norman T. Bruvold a Nanyang Technological University, Nanyang Business School, S3-B2Nanyang Avenue, B-61,
Singapore
Available online: 17 May 2010
To cite this article: Chay Hoon Lee & Norman T. …show more content…
First, we use a social exchange lens to explore the strength of the relationships of PIED with organizational commitment, job satisfaction and intent to leave. Second, we examine the mediating role of organizational commitment and job satisfaction in PIED and intent to leave (see Figure 1). The hypotheses for the current study were tested using data from two samples of 405 nurses from the US and Singapore.
The contributions of this research are three-fold. First, this model is largely based on
Whitener’s (2001) conception of the effect of ‘high commitment’ human resource practices (e.g. development) on organizational commitment. We extend her model by adding variables such as job satisfaction and intent to leave to expand our understanding of how employees will respond to such an investment, using data collected from two independent nursing samples from two different countries, the US and Singapore.
Second, this study is concerned with investigating the generalizability of the effect of
PIED on work attitude and behaviour in both Eastern and Western work settings.
Singapore is a suitable context for testing these hypotheses since investment in employees is a very much advocated HR practice in Singapore. Modernization …show more content…
In particular, we address key methodological issues that are relevant to cross-cultural research: equivalency of measures and structural models. To ensure that participants from these two regions are interpreting the questions similarly, we established equivalency of measures at the item level before assessing the structural equation model of each country (Hui and Triandis, 1985).
The most significant aim of this study is to gain a more global understanding of perceived investment in employee development and its consequences. The following sections provide a literature review and hypotheses, the methods used, results found and discussion on two independently conducted field studies examining the differential prediction of PIED as an antecedent of organizational commitment, job satisfaction
Figure 1 The hypothesized model of the interrelationships between perceived investment in employee development (PIED), and the various work attitudes, and intent to leave constructs
Lee and Bruvold: Creating value for employees
983
and turnover intention. Finally, specific managerial and theoretical contributions
On: 14 December 2011, At: 13:45
Publisher: Routledge
Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office: Mortimer House,
37-41 Mortimer Street, London W1T 3JH, UK
The International Journal of Human Resource
Management
Publication details, including instructions for authors and subscription information: http://www.tandfonline.com/loi/rijh20 Creating value for employees: investment in employee development Chay Hoon Lee & Norman T. Bruvold a Nanyang Technological University, Nanyang Business School, S3-B2Nanyang Avenue, B-61,
Singapore
Available online: 17 May 2010
To cite this article: Chay Hoon Lee & Norman T. …show more content…
First, we use a social exchange lens to explore the strength of the relationships of PIED with organizational commitment, job satisfaction and intent to leave. Second, we examine the mediating role of organizational commitment and job satisfaction in PIED and intent to leave (see Figure 1). The hypotheses for the current study were tested using data from two samples of 405 nurses from the US and Singapore.
The contributions of this research are three-fold. First, this model is largely based on
Whitener’s (2001) conception of the effect of ‘high commitment’ human resource practices (e.g. development) on organizational commitment. We extend her model by adding variables such as job satisfaction and intent to leave to expand our understanding of how employees will respond to such an investment, using data collected from two independent nursing samples from two different countries, the US and Singapore.
Second, this study is concerned with investigating the generalizability of the effect of
PIED on work attitude and behaviour in both Eastern and Western work settings.
Singapore is a suitable context for testing these hypotheses since investment in employees is a very much advocated HR practice in Singapore. Modernization …show more content…
In particular, we address key methodological issues that are relevant to cross-cultural research: equivalency of measures and structural models. To ensure that participants from these two regions are interpreting the questions similarly, we established equivalency of measures at the item level before assessing the structural equation model of each country (Hui and Triandis, 1985).
The most significant aim of this study is to gain a more global understanding of perceived investment in employee development and its consequences. The following sections provide a literature review and hypotheses, the methods used, results found and discussion on two independently conducted field studies examining the differential prediction of PIED as an antecedent of organizational commitment, job satisfaction
Figure 1 The hypothesized model of the interrelationships between perceived investment in employee development (PIED), and the various work attitudes, and intent to leave constructs
Lee and Bruvold: Creating value for employees
983
and turnover intention. Finally, specific managerial and theoretical contributions