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Purpose - of the present research has been conducted to investigate the effect of psychological empowerment influencing turnover intention through job satisfaction and organizational commitment. Research design, data, methodology - on the survey included turnover intention as dependent variable, psychological empowerment as an independent variable, job satisfaction and organizational commitment as mediating variables. And nationality of employee as a moderating variable was performed by total 886 respondents of East Asian employees, 345 Korean, 313 Chinese, 228 Japanese. Data analysis was conducted with SPSS to test reliability of variables with Cronbach’s alpha and one variable confirmatory factor analysis to test common method bias. Correlation and regression analysis was also conducted. AMOS was used for path analysis and to analysis moderating effect of employees’ country. Results – regression result indicate that psychological empowerment increase job satisfaction, affective commitment and normative commitment. Psychological empowerment increase turnover intention yet job satisfaction, affective commitment and normative commitment decrease turnover intention. Moderating role of country show there is country different as shown in path analysis. Conclusions – of this research implicate that to decrease employee turnover intention company need to manage psychological empowerment, job satisfaction, organizational commitment and there need to consider similarity and difference in managing employees of Korea, China and Japan by their country.
Purpose - of the present research is to investigate the effect of psychological empowerment on turnover intention through job satisfaction and organizational commitment. Research design, data, methodology - include turnover intention as dependent variable, psychological empowerment as an independent variable and for mediating variables job satisfaction and organizational commitment. Also nationality of employee is used as a moderating variable. Survey data was collected was total 886 respondents from 345 Korean, 313 Chinese, 228 Japanese. Data analysis was conducted with SPSS to test reliability of variables with Cronbach’s alpha and one variable confirmatory factor analysis to test common method bias. Correlation and regression analysis was also conducted. AMOS was used for path analysis and to analysis moderating effect of employees’ country. Results – of regression indicate that psychological empowerment increase job satisfaction, affective commitment, normative commitment and turnover intention. Job satisfaction, affective commitment and normative commitment decrease turnover intention. Nationality of employee was significant moderating role. As for the moderating role of country, it seems that country does matter. Conclusions – of this research implicate that to decrease employee turnover intention company need to manage psychological empowerment, job satisfaction, and organizational commitment. Also there is need to consider similarity and difference in managing employees of Korea, China and Japan employees. Manager need to verify direction and importance of each antecedent then apply to employees.
