Abstract
PurposeDrawing upon Hofstede's cultural dimensions theory, a comprehensive model exploring the relationships among four distinct culture values and their influence on employees' turnover intention through the mediating roles of organizational commitment and organizational citizenship behavior was developed and tested.Design/methodology/approachThis study covers 585 migrant workers from nine countries who work in the food and beverage industry in Guangzhou, China. Structural equation modeling (SEM) was used to analyze the data collected from these migrant workers.FindingsThe results reveal that (1) among the four culture values, only uncertainty avoidance, collectivism orientation and masculinity orientation significantly affect organizational commitment and organizational citizenship behavior, (2) organizational commitment is significantly positively related to organizational citizenship behavior and (3) both organizational commitment and organizational citizenship behavior have a negative direct effect on turnover intention, while organizational citizenship behavior has a stronger impact on migrants' turnover intention than organizational commitment.Originality/valueThe issue of cultural diversity, particularly among relevant migrant workers in the hospitality industry in developing countries, such as China, needs more attention than ever.
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