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首页> 外文期刊>International journal of cross cultural management >Investigating the effect of idiosyncratic deals in Asian countries: A cross cultural analysis in Singapore, Thailand and Japan
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Investigating the effect of idiosyncratic deals in Asian countries: A cross cultural analysis in Singapore, Thailand and Japan

机译：调查亚洲国家特质交易的影响：新加坡，泰国和日本的跨文化分析

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摘要

The purpose of this study is to empirically compare and contrast the relationship between several dimensions of idiosyncratic deals (i-deals) and employee affective commitment among Asian countries. Data were collected from 909 employees in Singapore, Thailand and Japan. Results of the study show that there is a positive relationship between several i-deals and affective commitment. However, the effect size of i-deals on each dimension varies across the three countries. In particular, the effect size of task and work responsibilities i-deals on the affective commitment of Japanese employees is stronger than that of Thai employees. Simultaneously, the effect size of the i-deals on affective commitment of Singaporean employees is weaker than that of Thai employees. On the contrary, for the dimensions of schedule and location flexibility and financial incentives, the effect size of i-deals on affective commitment is weaker for Singaporean than for Japanese and Thai, and the effect sizes for Japanese and Thai are the same. The results of this study question the traditionally and universally naive conclusion that i-deals are effective. Although i-deals result in, to some extent, some positive consequences, the results of the study suggest that not in all cases do they increase employee affective commitment. Empirical evidence of the study also demonstrate that the effects i-deals had on employee affective commitment are inconsistent even across cultures with close cultural origin.
机译：本研究的目的是经验与亚洲国家在亚洲国家的特殊交易（I-oders）和员工情感承诺之间的几个维度之间的关系进行比较和造影。从新加坡，泰国和日本的909名员工收集数据。研究结果表明，几个我交易和情感承诺之间存在积极的关系。但是，每个维度的I-opde的效果大小在这三个国家之间变化。特别是，任务和工作责任的效果规模我对日本员工的情感承诺的贡献率比泰国员工更强大。同时，I-offy对新加坡员工的情感承诺的效果规模比泰国员工更弱。相反，对于计划和位置灵活性和财务激励的维度和金融激励的尺寸，新加坡人的I-Top的效果大小比日本和泰国人更弱，日本和泰国的效果大小是一样的。这项研究的结果质疑我交易的传统上和普遍的朴素结论是有效的。虽然我交易导致在某种程度上导致一些积极的后果，但研究结果表明，他们在所有情况下都没有增加员工情感承诺。该研究的经验证据还表明，即使在具有密切文化起源的文化中，员工对员工情感承诺的影响也是不一致的。

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