This study examines the factors affecting joint venture employees’ affective commitment in the Peoples’ Republic of China. Three theoretical frameworks (i.e. the justice framework, the job security framework and the trust framework) are employed to study the antecedents and the consequence of workers’ affective commitment. The proposed mediation model includes: distributive justice, procedural justice and perceived job security as the antecedents of affective commitment; trust in organization as the mediator; and turnover intention as the outcome variable. The results supported this mediation model. It has been found that trust in organization mediates the relationships between distributive justice, procedural justice, perceived job security and affective commitment. In addition, perceived job security and affective commitment have significant effects on the turnover intention of workers. Finally, the theoretical and practical implications of the present study are discussed.
- Job security
- Joint ventures
WONG, Y. T., NGO, H. Y., & WONG, C. S. (2002). Affective organizational commitment of workers in Chinese joint ventures. Journal of Managerial Psychology, 17(7), 580-598. https://doi.org/10.1108/02683940210444049