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Organizational cynicism in multinational corporations in China

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  • Marina Anna Schmitz
  • Fabian Jintae Froese
  • Anna Katharina Bader

Abstract

Organizational cynicism is a pejorative attitude toward the employing organization induced by mistrust, disillusion, and various negative experiences. Based on cognitive dissonance theory we develop and test a theoretical model of how perceived cultural differences lead to organizational cynicism which in turn results in greater turnover intentions among host country nationals (HCN) employed in foreign subsidiaries of multinational corporations. Furthermore, we argue that the negative effect of perceived cultural differences can be mitigated by localization, i.e. replacement of expatriates by local staff. Survey results from HCN employees in foreign subsidiaries in China confirm the expected relationships.

Suggested Citation

  • Marina Anna Schmitz & Fabian Jintae Froese & Anna Katharina Bader, 2018. "Organizational cynicism in multinational corporations in China," Asia Pacific Business Review, Taylor & Francis Journals, vol. 24(5), pages 620-637, October.
    • Handle: RePEc:taf:apbizr:v:24:y:2018:i:5:p:620-637
    DOI: 10.1080/13602381.2018.1492203
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    Cited by:

    1. Margelytė-Pleskienė Aida & Vveinhardt Jolita, 2018. "The Quintessence of Organizational Commitment and Organizational Cynicism," Management of Organizations: Systematic Research, Sciendo, vol. 80(1), pages 67-88, December.
    2. Yong Suhk Pak & Qinglu Sun & Yi Yang, 2019. "Influences of expatriate managerial styles on host-country nationals’ turnover intention," Asian Business & Management, Palgrave Macmillan, vol. 18(4), pages 263-280, September.

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