Dr. Peter P. Khaola
The aim of this study was to explore if culture traits and their imbalance had influence on employee job satisfaction and turnover intentions. It was expected that the overall culture and the traits oriented towards the two contrasts of external adaption and internal integration on one hand, and change and stability on the other, would all have positive and negative associations with job satisfaction and turnover intentions respectively. It was further expected that the imbalance of traits would significantly influence job satisfaction and turnover intentions. The study was based on the survey of all employees in a manufacturing company in Lesotho. There were generally positive and negative associations between culture and job satisfaction and turnover intentions respectively. Though the measure of the imbalance of traits was positively and significantly related to turnover intentions at 99 percent confidence level, it was only negatively related to job satisfaction at 90 percent confidence level. The post hoc tests indicated that the imbalance between flexibility (change) and stability traits were responsible for the positive effects on turnover intentions. The results, managerial implications and prospects for future research are discussed.
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