A Comparative Study on the Organizational Commitment of Employees in Taiwan and China
Date Issued
2009
Date
2009
Author(s)
Ying-Tai Chang
Abstract
This is a comparative study on the organizational commitment of employees in Taiwan and China enterprises. This study refers to related literatures internationally to draft up the research structure with Personal Traits, Leadership Style, Job Characteristics, Organization Culture, Person-Environment Fit and Organization Commitment. This study adopted convenient questionnaire survey methods and retrieved 186 effective questionnaire s from employees and managers working in Taiwan and China enterprises.n this study, SPSS was used as the statistical analysis tool and the following analyses were performed over the sample data: reliability analysis, validity analysis, descriptive statistics, T-test, one-way ANOVA and stepwise regression analysis. Because of the low reliability result of MBTI questionnaire, this study adopted birthplace as the personal variable as form the final research structure. The main findings of this study are as follows:. Uncontrollable external environmental factors influence the Origaniztional Commitment of Mainland China Employees more than Taiwanese Employees.. Leadership Style, Job Characteristics and Organization Culture have significant differences on Person-Environment Fit.. Leadership Style, Job Characteristics and Organization Culture have significant differences on Organization Commitment.. High Person-Environment Fit leads to high Organization Commitment.. Compensation and Training are the most popular factors to improve the Organization Commitment of employees.. Bureaucratic Culture could improve the Value Commitment of Taiwanese employees.. Transformational Leadership leads to lower Effort Commitment of Mainland Chinese employees.. The Job Characteristics of Motivating Potential leads to lower Organization Commitment of Mainland Chinese employees.. Transactional Leadership leads to lower Retention Commitment of Taiwanese employees.ased on the above findings, this study provides below suggestions to top managers of enterprises in China and Taiwan:. High Turnover Rate is normal in Mainland China. Focus more resources on high potential and high commitment employees but not most employees.. Establish a quick-response and reasonable system for performance evaluation and reward.. Provide complete and effective job training to specific employees. Maintain an organizational culture with both creativity and stability.. Maintain a leadership style with both Charismatic- Consideration and Reward-Control.. Do not just adopt Reward-Control system and Standard- Operating-Procedure to manage Mainland Chinese employees.. Regularly perform employee questionnaire survey to find out factors to improve or keep organization commitment of employees.ey Words: Personal Traits, Leadership Style, Job Characteristics, Organization Culture, Person-Environment Fit and Organization Commitment.
Subjects
Personal Traits
Leadership Style
Job Characteristics
Organization Culture
Person-Environment Fit
Organization Commitment
Type
thesis
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