Comparing different culture models in predicting employee job satisfaction and turnover intentions.

Despite the flourishing literature (De Witte, 2005; Diaz-Serrano & Cabral Vieira, 2005; Gazioglu & Tansel, 2002) on how insecure jobs trends (László et al., 2010) relate to individuals attitudes towards organizations, to their work productivity and health, no study has yet explored the conjoint influence of different theoretical culture models on both positive (i.e., job satisfaction; JS) and negative (i.e., turnover intentions; TI) indicators of employee well-being. The present study seeks to address this literature shortcoming. In particular, we aim to investigate how different theoretical culture models, namely GLOBE (House et al., 2004), Individualism/Collectivism (INDCOL; Singelis, 1995), and Intensity & Strength Organizational Culture Questionnaire (IS-OCQ; Petitta, Barbaranelli, & Probst, 2013), predict both positive (JS) and negative (TI) indicators of employee well-being. Participants (N=734) from different USA organizations were 63.7% female. The average tenure was 2.6 yrs (S

Despite the flourishing literature (De Witte, 2005; Diaz-Serrano & Cabral Vieira, 2005; Gazioglu & Tansel, 2002) on how insecure jobs trends (László et al., 2010) relate to individuals attitudes towards organizations, to their work productivity and health, no study has yet explored the conjoint influence of different theoretical culture models on both positive (i.e., job satisfaction; JS) and negative (i.e., turnover intentions; TI) indicators of employee well-being. The present study seeks to address this literature shortcoming. In particular, we aim to investigate how different theoretical culture models, namely GLOBE (House et al., 2004), Individualism/Collectivism (INDCOL; Singelis, 1995), and Intensity & Strength Organizational Culture Questionnaire (IS-OCQ; Petitta, Barbaranelli, & Probst, 2013), predict both positive (JS) and negative (TI) indicators of employee well-being. Participants (N=734) from different USA organizations were 63.7% female. The average tenure was 2.6 yrs (SD = 1.5). Participants returned an anonymous self-report questionnaire measuring: JS (Smith, Kendall, & Hulin, 1969); TI (Firth, Mellor, Moore, & Loquet, 2004); INDCOL; IS-OCQ, which measured autocratic, bureaucratic, clan-patronage, technocratic, and cooperative culture typologies; and GLOBE Values and Practices.