초록 열기/닫기 버튼
This study investigates the effects of cultural values on organizational commitment at the individual level in various companies in ASEAN. Adopted are two cultural value dimensions: individualism-collectivism and power distance among the 5 variables of the Hofstede’s cultural values. Organizational commitment is defined as three dimensions, namely affective, continuance, and normative commitment. The study also explores the moderating effects of differing religious values between Buddhist and Islamic countries in the ASEAN region. The data were collected from 4,407 employees working at 92 firms in Malaysia, Indonesia, Thailand, Myanmar, Laos, and Cambodia. Survey questionnaires based on previous studies were translated into Malay, Indonesian, Thai, Myanmar, Lao, and Cambodian language by the two local university professors and/or industry experts per each country. The data consisted of 2,286 from the two Islamic countries, Malaysia and Indonesia, and 2,121 from the other four Buddhist countries. Analyses of the data resulted in the significant positive effects of collectivism on the continuance and normative commitment. Power distance exerted negative influence on affective commitment and positive influence on continuance and normative commitment significantly. The moderating effects of religious differences on the relationship between collectivism and organizational commitment showed somewhat mixed results. The effects of collectivism on affective commitment was negatively moderated by the religious groups, and positively moderated on continuance commitment. The relationship between collectivism and normative commitment showed no difference between Buddhist and Islamic countries. On the other hand, the relationships between power distance and the three dimensions of organizational commitment showed stronger in Buddhist countries than in Islamic countries, suggesting individuals differences explain more variances in the relationship in Buddhist value-dominant societies. From the empirical findings, theoretical and practical implications are derived, and several research agenda for future studies are suggested in the realm of inter-cultural studies of organizational commitment.
