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Mobility norms, risk aversion, and career satisfaction of Chinese employees · Study

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ArticleMobility norms, risk aversion, and career satisfaction of Chinese employees

Raymond C.H. Loi2008

Article2008

Mobility norms, risk aversion, and career satisfaction of Chinese employees

Raymond C.H. Loi · Hang‐yue Ngo

63 citations·0/0 files stored·Asia Pacific Journal of Management

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Job Satisfaction and Organizational Behavior Employee Performance and Management Human Resource and Talent Management

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References

2003Common method biases in behavioral research: A critical review of the literature and recommended remedies.1990Comparative fit indexes in structural models.1981Culture's Consequences: International Differences in Work-Related Values 1983Culture's Consequences: International Differences in Work-Related Values.1970Back-Translation for Cross-Cultural Research 1977Estimating Nonresponse Bias in Mail Surveys 1977Estimating Nonresponse Bias in Mail Surveys 2002Perceived organizational support: A review of the literature.

Cited by

2019Stress and performance: Investigating relationship between occupational stress, career satisfaction, and job performance of police employees 2016How training and promotion opportunities, career expectations, and two dimensions of organizational justice explain discretionary work effort 2017Perceived employability of Hong Kong employees: its antecedents, moderator and outcomes 2013Linking Gender Role Orientation to Subjective Career Success 2017Individual Orientations and Career Satisfaction

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Details

Year2008

Typearticle

Published2008-10-29

VenueAsia Pacific Journal of Management

ISSN-L0217-4561

Languageen

Citations63

Files0 public / 0

ShelfJob Satisfaction and Organizational Behavior

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doi10.1007/s10490-008-9119-y

openalex_workW2038337707

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2020Intelligence quotient, job satisfaction, and job performance: The moderating role of personality type

2020Unpacking the relationship between procedural justice and job performance

2022Career satisfaction in the public sector: Implications for a more sustainable and socially responsible human resource management