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Brockner, J., De Cremer, D., Van Den Bos, K., & Chen, Y. R. (2005). The Influence of Interdependent Self-Construal on Procedural Fairness Effects. Organizational Behavior and Human Decision Processes, 96, 155-167.
https://doi.org/10.1016/j.obhdp.2004.11.001

has been cited by the following article:

• TITLE: Research on Cross-Cultural Conflict and Employee’s Turnover Intention in Chinese Multinational Enterprises

  AUTHORS: Zhou An

  KEYWORDS: Human Resource Management, Cross-Cultural Conflict, Turnover Intention, Job Satisfaction

  JOURNAL NAME: Open Journal of Business and Management, Vol.10 No.3, May 18, 2022

  ABSTRACT: This paper explores the relationship between cross-cultural conflict, job satisfaction and employee’s turnover intention from the perspective of human resource management. Information was collected by distributing 480 questionnaires to local employees from Chinese-funded enterprise operating in Philippines. A total of 403 valid questionnaires were received. The results of the study indicate that the four dimensions of cross-cultural conflict are negatively related to employee’s turnover intention. Job satisfaction is found to mediate the relationship between the four dimensions of cross-cultural conflict and employee’s willingness to leave. By examining the specific dimensions of cross-cultural conflict, this paper further clarifies that the impacts of different dimensions of conflict on employee turnover vary from culture to culture. This study enriches the literature on Human resource management. Managerial suggestions for Chinese-funded enterprises are also provided in this study.