Please use this identifier to cite or link to this item: http://hdl.handle.net/10397/10550
DC FieldValueLanguage
dc.contributorSchool of Hotel and Tourism Management-
dc.creatorLam, T-
dc.creatorPine, R-
dc.creatorBaum, T-
dc.date.accessioned2015-06-23T09:13:17Z-
dc.date.available2015-06-23T09:13:17Z-
dc.identifier.issn0160-7383-
dc.identifier.urihttp://hdl.handle.net/10397/10550-
dc.language.isoenen_US
dc.publisherPergamon Pressen_US
dc.subjectJob satisfactionen_US
dc.subjectSocializationen_US
dc.subjectSubjective normsen_US
dc.subjectTurnover intentionsen_US
dc.subjectUnmet expectationsen_US
dc.titleSubjective norms : Effects on job satisfactionen_US
dc.typeJournal/Magazine Articleen_US
dc.identifier.spage160-
dc.identifier.epage177-
dc.identifier.volume30-
dc.identifier.issue1-
dc.identifier.doi10.1016/S0160-7383(02)00047-6-
dcterms.abstractTo investigate new employees' socialization in a more structured manner, it is necessary to contextualize the process by considering moderators impacting upon the relationship between unmet expectations regarding workplace benefits and atmosphere. These considerations must also be related to the socialization outcomes, including job satisfaction and turnover intentions. The primary objective of this study is to investigate the impact of subjective norms as a potential moderator on these relationships. Results show that subjective norms interact on job satisfaction but not on turnover intentions. Unique Chinese cultural features are also considered. Good mentorship and family-contact events are recommended to enhance new employees' job satisfaction.-
dcterms.bibliographicCitationAnnals of tourism research, 2003, v. 30, no. 1, p. 160-177-
dcterms.isPartOfAnnals of tourism research-
dcterms.issued2003-
dc.identifier.scopus2-s2.0-0037265938-
dc.identifier.eissn1873-7722-
dc.identifier.rosgroupidr15747-
dc.description.ros2002-2003 > Academic research: refereed > Publication in refereed journal-
Appears in Collections:Journal/Magazine Article
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