Organizational Drivers of Turnover Intention in China’s Manufacturing Industry: Evidence of the Mediating Role of Employee Motivation Article Swipe
Quan Z. Sheng
,
Datin Dr. Norhanim Binti Dewa
·
YOU?
·
· 2025
· Open Access
·
· DOI: https://doi.org/10.54097/c62fpj36
YOU?
·
· 2025
· Open Access
·
· DOI: https://doi.org/10.54097/c62fpj36
This study investigates the influence of organizational factors—namely organizational commitment, organizational justice, and reward management—on employees’ turnover intention in China’s manufacturing industry, with employee motivation as a mediating variable. A quantitative approach was adopted using a structured survey distributed to 487 full-time employees in medium and large manufacturing firms across several industrial provinces in China. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the proposed direct and mediating relationships among the variables. The results reveal that all three organizational factors significantly reduce turnover intention both directly and indirectly through employee motivation. Organizational commitment, justice, and reward management positively influence employee motivation, which in turn negatively impacts turnover intention. Furthermore, employee motivation plays a partial mediating role in the relationship between organizational factors and turnover intention. These findings confirm the theoretical assumptions of Self-Determination Theory and Social Exchange Theory within the Chinese manufacturing context. The cross-sectional design limits causal interpretation, and the reliance on self-reported data may introduce common method bias. Future studies are encouraged to use longitudinal designs and multi-source data. The findings provide practical insights for HR managers in manufacturing firms to reduce employee turnover by fostering commitment, fairness, and equitable reward systems that enhance motivation and engagement. This study extends motivational and exchange-based theories by providing empirical evidence of the psychological mechanism through which organizational practices influence turnover intention in an emerging economy context.
Related Topics
Concepts
Metadata
- Type
- article
- Language
- en
- Landing Page
- https://doi.org/10.54097/c62fpj36
- https://drpress.org/ojs/index.php/fbem/article/download/30770/30148
- OA Status
- diamond
- References
- 11
- Related Works
- 10
- OpenAlex ID
- https://openalex.org/W4410291056
All OpenAlex metadata
Raw OpenAlex JSON
- OpenAlex ID
-
https://openalex.org/W4410291056Canonical identifier for this work in OpenAlex
- DOI
-
https://doi.org/10.54097/c62fpj36Digital Object Identifier
- Title
-
Organizational Drivers of Turnover Intention in China’s Manufacturing Industry: Evidence of the Mediating Role of Employee MotivationWork title
- Type
-
articleOpenAlex work type
- Language
-
enPrimary language
- Publication year
-
2025Year of publication
- Publication date
-
2025-05-12Full publication date if available
- Authors
-
Quan Z. Sheng, Datin Dr. Norhanim Binti DewaList of authors in order
- Landing page
-
https://doi.org/10.54097/c62fpj36Publisher landing page
- PDF URL
-
https://drpress.org/ojs/index.php/fbem/article/download/30770/30148Direct link to full text PDF
- Open access
-
YesWhether a free full text is available
- OA status
-
diamondOpen access status per OpenAlex
- OA URL
-
https://drpress.org/ojs/index.php/fbem/article/download/30770/30148Direct OA link when available
- Concepts
-
Turnover intention, China, Business, Turnover, Employee research, Manufacturing, Business administration, Psychology, Marketing, Organizational commitment, Management, Social psychology, Political science, Economics, LawTop concepts (fields/topics) attached by OpenAlex
- Cited by
-
0Total citation count in OpenAlex
- References (count)
-
11Number of works referenced by this work
- Related works (count)
-
10Other works algorithmically related by OpenAlex
Full payload
| id | https://openalex.org/W4410291056 |
|---|---|
| doi | https://doi.org/10.54097/c62fpj36 |
| ids.doi | https://doi.org/10.54097/c62fpj36 |
| ids.openalex | https://openalex.org/W4410291056 |
| fwci | 0.0 |
| type | article |
| title | Organizational Drivers of Turnover Intention in China’s Manufacturing Industry: Evidence of the Mediating Role of Employee Motivation |
| biblio.issue | 2 |
| biblio.volume | 19 |
| biblio.last_page | 127 |
| biblio.first_page | 118 |
| topics[0].id | https://openalex.org/T10006 |
| topics[0].field.id | https://openalex.org/fields/14 |
| topics[0].field.display_name | Business, Management and Accounting |
| topics[0].score | 0.5264999866485596 |
| topics[0].domain.id | https://openalex.org/domains/2 |
| topics[0].domain.display_name | Social Sciences |
| topics[0].subfield.id | https://openalex.org/subfields/1407 |
| topics[0].subfield.display_name | Organizational Behavior and Human Resource Management |
| topics[0].display_name | Job Satisfaction and Organizational Behavior |
| topics[1].id | https://openalex.org/T13812 |
| topics[1].field.id | https://openalex.org/fields/14 |
| topics[1].field.display_name | Business, Management and Accounting |
| topics[1].score | 0.524399995803833 |
| topics[1].domain.id | https://openalex.org/domains/2 |
| topics[1].domain.display_name | Social Sciences |
| topics[1].subfield.id | https://openalex.org/subfields/1407 |
| topics[1].subfield.display_name | Organizational Behavior and Human Resource Management |
| topics[1].display_name | AI and HR Technologies |
| topics[2].id | https://openalex.org/T12594 |
| topics[2].field.id | https://openalex.org/fields/14 |
| topics[2].field.display_name | Business, Management and Accounting |
| topics[2].score | 0.4778999984264374 |
| topics[2].domain.id | https://openalex.org/domains/2 |
| topics[2].domain.display_name | Social Sciences |
| topics[2].subfield.id | https://openalex.org/subfields/1405 |
| topics[2].subfield.display_name | Management of Technology and Innovation |
| topics[2].display_name | Collaboration in agile enterprises |
| is_xpac | False |
| apc_list | |
| apc_paid | |
| concepts[0].id | https://openalex.org/C3020063835 |
| concepts[0].level | 3 |
| concepts[0].score | 0.8120827078819275 |
| concepts[0].wikidata | https://www.wikidata.org/wiki/Q1910318 |
| concepts[0].display_name | Turnover intention |
| concepts[1].id | https://openalex.org/C191935318 |
| concepts[1].level | 2 |
| concepts[1].score | 0.6186344027519226 |
| concepts[1].wikidata | https://www.wikidata.org/wiki/Q148 |
| concepts[1].display_name | China |
| concepts[2].id | https://openalex.org/C144133560 |
| concepts[2].level | 0 |
| concepts[2].score | 0.6153515577316284 |
| concepts[2].wikidata | https://www.wikidata.org/wiki/Q4830453 |
| concepts[2].display_name | Business |
| concepts[3].id | https://openalex.org/C26077564 |
| concepts[3].level | 2 |
| concepts[3].score | 0.5110214948654175 |
| concepts[3].wikidata | https://www.wikidata.org/wiki/Q1910318 |
| concepts[3].display_name | Turnover |
| concepts[4].id | https://openalex.org/C182021174 |
| concepts[4].level | 3 |
| concepts[4].score | 0.4473402798175812 |
| concepts[4].wikidata | https://www.wikidata.org/wiki/Q5374295 |
| concepts[4].display_name | Employee research |
| concepts[5].id | https://openalex.org/C175700187 |
| concepts[5].level | 2 |
| concepts[5].score | 0.4240819215774536 |
| concepts[5].wikidata | https://www.wikidata.org/wiki/Q187939 |
| concepts[5].display_name | Manufacturing |
| concepts[6].id | https://openalex.org/C178550888 |
| concepts[6].level | 1 |
| concepts[6].score | 0.3907359838485718 |
| concepts[6].wikidata | https://www.wikidata.org/wiki/Q2043282 |
| concepts[6].display_name | Business administration |
| concepts[7].id | https://openalex.org/C15744967 |
| concepts[7].level | 0 |
| concepts[7].score | 0.3843945562839508 |
| concepts[7].wikidata | https://www.wikidata.org/wiki/Q9418 |
| concepts[7].display_name | Psychology |
| concepts[8].id | https://openalex.org/C162853370 |
| concepts[8].level | 1 |
| concepts[8].score | 0.34519538283348083 |
| concepts[8].wikidata | https://www.wikidata.org/wiki/Q39809 |
| concepts[8].display_name | Marketing |
| concepts[9].id | https://openalex.org/C83030740 |
| concepts[9].level | 2 |
| concepts[9].score | 0.3337883949279785 |
| concepts[9].wikidata | https://www.wikidata.org/wiki/Q267236 |
| concepts[9].display_name | Organizational commitment |
| concepts[10].id | https://openalex.org/C187736073 |
| concepts[10].level | 1 |
| concepts[10].score | 0.22759705781936646 |
| concepts[10].wikidata | https://www.wikidata.org/wiki/Q2920921 |
| concepts[10].display_name | Management |
| concepts[11].id | https://openalex.org/C77805123 |
| concepts[11].level | 1 |
| concepts[11].score | 0.20545867085456848 |
| concepts[11].wikidata | https://www.wikidata.org/wiki/Q161272 |
| concepts[11].display_name | Social psychology |
| concepts[12].id | https://openalex.org/C17744445 |
| concepts[12].level | 0 |
| concepts[12].score | 0.10953262448310852 |
| concepts[12].wikidata | https://www.wikidata.org/wiki/Q36442 |
| concepts[12].display_name | Political science |
| concepts[13].id | https://openalex.org/C162324750 |
| concepts[13].level | 0 |
| concepts[13].score | 0.10093656182289124 |
| concepts[13].wikidata | https://www.wikidata.org/wiki/Q8134 |
| concepts[13].display_name | Economics |
| concepts[14].id | https://openalex.org/C199539241 |
| concepts[14].level | 1 |
| concepts[14].score | 0.0 |
| concepts[14].wikidata | https://www.wikidata.org/wiki/Q7748 |
| concepts[14].display_name | Law |
| keywords[0].id | https://openalex.org/keywords/turnover-intention |
| keywords[0].score | 0.8120827078819275 |
| keywords[0].display_name | Turnover intention |
| keywords[1].id | https://openalex.org/keywords/china |
| keywords[1].score | 0.6186344027519226 |
| keywords[1].display_name | China |
| keywords[2].id | https://openalex.org/keywords/business |
| keywords[2].score | 0.6153515577316284 |
| keywords[2].display_name | Business |
| keywords[3].id | https://openalex.org/keywords/turnover |
| keywords[3].score | 0.5110214948654175 |
| keywords[3].display_name | Turnover |
| keywords[4].id | https://openalex.org/keywords/employee-research |
| keywords[4].score | 0.4473402798175812 |
| keywords[4].display_name | Employee research |
| keywords[5].id | https://openalex.org/keywords/manufacturing |
| keywords[5].score | 0.4240819215774536 |
| keywords[5].display_name | Manufacturing |
| keywords[6].id | https://openalex.org/keywords/business-administration |
| keywords[6].score | 0.3907359838485718 |
| keywords[6].display_name | Business administration |
| keywords[7].id | https://openalex.org/keywords/psychology |
| keywords[7].score | 0.3843945562839508 |
| keywords[7].display_name | Psychology |
| keywords[8].id | https://openalex.org/keywords/marketing |
| keywords[8].score | 0.34519538283348083 |
| keywords[8].display_name | Marketing |
| keywords[9].id | https://openalex.org/keywords/organizational-commitment |
| keywords[9].score | 0.3337883949279785 |
| keywords[9].display_name | Organizational commitment |
| keywords[10].id | https://openalex.org/keywords/management |
| keywords[10].score | 0.22759705781936646 |
| keywords[10].display_name | Management |
| keywords[11].id | https://openalex.org/keywords/social-psychology |
| keywords[11].score | 0.20545867085456848 |
| keywords[11].display_name | Social psychology |
| keywords[12].id | https://openalex.org/keywords/political-science |
| keywords[12].score | 0.10953262448310852 |
| keywords[12].display_name | Political science |
| keywords[13].id | https://openalex.org/keywords/economics |
| keywords[13].score | 0.10093656182289124 |
| keywords[13].display_name | Economics |
| language | en |
| locations[0].id | doi:10.54097/c62fpj36 |
| locations[0].is_oa | True |
| locations[0].source.id | https://openalex.org/S4210238804 |
| locations[0].source.issn | 2766-824X |
| locations[0].source.type | journal |
| locations[0].source.is_oa | True |
| locations[0].source.issn_l | 2766-824X |
| locations[0].source.is_core | True |
| locations[0].source.is_in_doaj | False |
| locations[0].source.display_name | Frontiers in Business Economics and Management |
| locations[0].source.host_organization | |
| locations[0].source.host_organization_name | |
| locations[0].license | cc-by-nc |
| locations[0].pdf_url | https://drpress.org/ojs/index.php/fbem/article/download/30770/30148 |
| locations[0].version | publishedVersion |
| locations[0].raw_type | journal-article |
| locations[0].license_id | https://openalex.org/licenses/cc-by-nc |
| locations[0].is_accepted | True |
| locations[0].is_published | True |
| locations[0].raw_source_name | Frontiers in Business, Economics and Management |
| locations[0].landing_page_url | https://doi.org/10.54097/c62fpj36 |
| indexed_in | crossref |
| authorships[0].author.id | https://openalex.org/A5080744092 |
| authorships[0].author.orcid | https://orcid.org/0000-0002-3326-4147 |
| authorships[0].author.display_name | Quan Z. Sheng |
| authorships[0].author_position | first |
| authorships[0].raw_author_name | Qi Sheng |
| authorships[0].is_corresponding | False |
| authorships[1].author.id | https://openalex.org/A5117515988 |
| authorships[1].author.orcid | |
| authorships[1].author.display_name | Datin Dr. Norhanim Binti Dewa |
| authorships[1].author_position | last |
| authorships[1].raw_author_name | Datin Dr. Norhanim Binti Dewa |
| authorships[1].is_corresponding | False |
| has_content.pdf | True |
| has_content.grobid_xml | True |
| is_paratext | False |
| open_access.is_oa | True |
| open_access.oa_url | https://drpress.org/ojs/index.php/fbem/article/download/30770/30148 |
| open_access.oa_status | diamond |
| open_access.any_repository_has_fulltext | False |
| created_date | 2025-10-10T00:00:00 |
| display_name | Organizational Drivers of Turnover Intention in China’s Manufacturing Industry: Evidence of the Mediating Role of Employee Motivation |
| has_fulltext | True |
| is_retracted | False |
| updated_date | 2025-11-06T03:46:38.306776 |
| primary_topic.id | https://openalex.org/T10006 |
| primary_topic.field.id | https://openalex.org/fields/14 |
| primary_topic.field.display_name | Business, Management and Accounting |
| primary_topic.score | 0.5264999866485596 |
| primary_topic.domain.id | https://openalex.org/domains/2 |
| primary_topic.domain.display_name | Social Sciences |
| primary_topic.subfield.id | https://openalex.org/subfields/1407 |
| primary_topic.subfield.display_name | Organizational Behavior and Human Resource Management |
| primary_topic.display_name | Job Satisfaction and Organizational Behavior |
| related_works | https://openalex.org/W2385027640, https://openalex.org/W2155859532, https://openalex.org/W2076652292, https://openalex.org/W1976282747, https://openalex.org/W4380489877, https://openalex.org/W130795130, https://openalex.org/W4395470225, https://openalex.org/W4387194011, https://openalex.org/W2050906202, https://openalex.org/W3172481133 |
| cited_by_count | 0 |
| locations_count | 1 |
| best_oa_location.id | doi:10.54097/c62fpj36 |
| best_oa_location.is_oa | True |
| best_oa_location.source.id | https://openalex.org/S4210238804 |
| best_oa_location.source.issn | 2766-824X |
| best_oa_location.source.type | journal |
| best_oa_location.source.is_oa | True |
| best_oa_location.source.issn_l | 2766-824X |
| best_oa_location.source.is_core | True |
| best_oa_location.source.is_in_doaj | False |
| best_oa_location.source.display_name | Frontiers in Business Economics and Management |
| best_oa_location.source.host_organization | |
| best_oa_location.source.host_organization_name | |
| best_oa_location.license | cc-by-nc |
| best_oa_location.pdf_url | https://drpress.org/ojs/index.php/fbem/article/download/30770/30148 |
| best_oa_location.version | publishedVersion |
| best_oa_location.raw_type | journal-article |
| best_oa_location.license_id | https://openalex.org/licenses/cc-by-nc |
| best_oa_location.is_accepted | True |
| best_oa_location.is_published | True |
| best_oa_location.raw_source_name | Frontiers in Business, Economics and Management |
| best_oa_location.landing_page_url | https://doi.org/10.54097/c62fpj36 |
| primary_location.id | doi:10.54097/c62fpj36 |
| primary_location.is_oa | True |
| primary_location.source.id | https://openalex.org/S4210238804 |
| primary_location.source.issn | 2766-824X |
| primary_location.source.type | journal |
| primary_location.source.is_oa | True |
| primary_location.source.issn_l | 2766-824X |
| primary_location.source.is_core | True |
| primary_location.source.is_in_doaj | False |
| primary_location.source.display_name | Frontiers in Business Economics and Management |
| primary_location.source.host_organization | |
| primary_location.source.host_organization_name | |
| primary_location.license | cc-by-nc |
| primary_location.pdf_url | https://drpress.org/ojs/index.php/fbem/article/download/30770/30148 |
| primary_location.version | publishedVersion |
| primary_location.raw_type | journal-article |
| primary_location.license_id | https://openalex.org/licenses/cc-by-nc |
| primary_location.is_accepted | True |
| primary_location.is_published | True |
| primary_location.raw_source_name | Frontiers in Business, Economics and Management |
| primary_location.landing_page_url | https://doi.org/10.54097/c62fpj36 |
| publication_date | 2025-05-12 |
| publication_year | 2025 |
| referenced_works | https://openalex.org/W6659848393, https://openalex.org/W2050483858, https://openalex.org/W2146272101, https://openalex.org/W2164385948, https://openalex.org/W2122517769, https://openalex.org/W2239306219, https://openalex.org/W2021930444, https://openalex.org/W4291214035, https://openalex.org/W2027505338, https://openalex.org/W2038702827, https://openalex.org/W2294890106 |
| referenced_works_count | 11 |
| abstract_inverted_index.A | 29 |
| abstract_inverted_index.a | 26, 35, 118 |
| abstract_inverted_index.HR | 183 |
| abstract_inverted_index.an | 228 |
| abstract_inverted_index.as | 25 |
| abstract_inverted_index.by | 192, 212 |
| abstract_inverted_index.in | 18, 43, 53, 108, 122, 185, 227 |
| abstract_inverted_index.of | 5, 137, 216 |
| abstract_inverted_index.on | 158 |
| abstract_inverted_index.to | 39, 67, 170, 188 |
| abstract_inverted_index.487 | 40 |
| abstract_inverted_index.The | 55, 78, 149, 177 |
| abstract_inverted_index.all | 82 |
| abstract_inverted_index.and | 12, 45, 72, 92, 100, 128, 140, 155, 174, 196, 203, 209 |
| abstract_inverted_index.are | 168 |
| abstract_inverted_index.for | 182 |
| abstract_inverted_index.may | 161 |
| abstract_inverted_index.the | 3, 69, 76, 123, 134, 145, 156, 217 |
| abstract_inverted_index.use | 171 |
| abstract_inverted_index.was | 32 |
| abstract_inverted_index.This | 0, 205 |
| abstract_inverted_index.both | 90 |
| abstract_inverted_index.data | 56, 160 |
| abstract_inverted_index.role | 121 |
| abstract_inverted_index.test | 68 |
| abstract_inverted_index.that | 81, 200 |
| abstract_inverted_index.turn | 109 |
| abstract_inverted_index.were | 57 |
| abstract_inverted_index.with | 22 |
| abstract_inverted_index.Least | 61 |
| abstract_inverted_index.These | 131 |
| abstract_inverted_index.among | 75 |
| abstract_inverted_index.bias. | 165 |
| abstract_inverted_index.data. | 176 |
| abstract_inverted_index.firms | 48, 187 |
| abstract_inverted_index.large | 46 |
| abstract_inverted_index.plays | 117 |
| abstract_inverted_index.study | 1, 206 |
| abstract_inverted_index.three | 83 |
| abstract_inverted_index.using | 34, 59 |
| abstract_inverted_index.which | 107, 221 |
| abstract_inverted_index.China. | 54 |
| abstract_inverted_index.Future | 166 |
| abstract_inverted_index.Social | 141 |
| abstract_inverted_index.Theory | 139, 143 |
| abstract_inverted_index.across | 49 |
| abstract_inverted_index.causal | 153 |
| abstract_inverted_index.common | 163 |
| abstract_inverted_index.design | 151 |
| abstract_inverted_index.direct | 71 |
| abstract_inverted_index.limits | 152 |
| abstract_inverted_index.medium | 44 |
| abstract_inverted_index.method | 164 |
| abstract_inverted_index.reduce | 87, 189 |
| abstract_inverted_index.reveal | 80 |
| abstract_inverted_index.reward | 13, 101, 198 |
| abstract_inverted_index.survey | 37 |
| abstract_inverted_index.within | 144 |
| abstract_inverted_index.Chinese | 146 |
| abstract_inverted_index.Partial | 60 |
| abstract_inverted_index.Squares | 62 |
| abstract_inverted_index.adopted | 33 |
| abstract_inverted_index.between | 125 |
| abstract_inverted_index.confirm | 133 |
| abstract_inverted_index.designs | 173 |
| abstract_inverted_index.economy | 230 |
| abstract_inverted_index.enhance | 201 |
| abstract_inverted_index.extends | 207 |
| abstract_inverted_index.factors | 85, 127 |
| abstract_inverted_index.impacts | 111 |
| abstract_inverted_index.partial | 119 |
| abstract_inverted_index.provide | 179 |
| abstract_inverted_index.results | 79 |
| abstract_inverted_index.several | 50 |
| abstract_inverted_index.studies | 167 |
| abstract_inverted_index.systems | 199 |
| abstract_inverted_index.through | 94, 220 |
| abstract_inverted_index.Equation | 64 |
| abstract_inverted_index.Exchange | 142 |
| abstract_inverted_index.Modeling | 65 |
| abstract_inverted_index.analyzed | 58 |
| abstract_inverted_index.approach | 31 |
| abstract_inverted_index.context. | 148, 231 |
| abstract_inverted_index.directly | 91 |
| abstract_inverted_index.emerging | 229 |
| abstract_inverted_index.employee | 23, 95, 105, 115, 190 |
| abstract_inverted_index.evidence | 215 |
| abstract_inverted_index.findings | 132, 178 |
| abstract_inverted_index.insights | 181 |
| abstract_inverted_index.justice, | 11, 99 |
| abstract_inverted_index.managers | 184 |
| abstract_inverted_index.proposed | 70 |
| abstract_inverted_index.reliance | 157 |
| abstract_inverted_index.theories | 211 |
| abstract_inverted_index.turnover | 16, 88, 112, 129, 191, 225 |
| abstract_inverted_index.(PLS-SEM) | 66 |
| abstract_inverted_index.China’s | 19 |
| abstract_inverted_index.empirical | 214 |
| abstract_inverted_index.employees | 42 |
| abstract_inverted_index.equitable | 197 |
| abstract_inverted_index.fairness, | 195 |
| abstract_inverted_index.fostering | 193 |
| abstract_inverted_index.full-time | 41 |
| abstract_inverted_index.industry, | 21 |
| abstract_inverted_index.influence | 4, 104, 224 |
| abstract_inverted_index.intention | 17, 89, 226 |
| abstract_inverted_index.introduce | 162 |
| abstract_inverted_index.mechanism | 219 |
| abstract_inverted_index.mediating | 27, 73, 120 |
| abstract_inverted_index.practical | 180 |
| abstract_inverted_index.practices | 223 |
| abstract_inverted_index.providing | 213 |
| abstract_inverted_index.provinces | 52 |
| abstract_inverted_index.variable. | 28 |
| abstract_inverted_index.Structural | 63 |
| abstract_inverted_index.encouraged | 169 |
| abstract_inverted_index.indirectly | 93 |
| abstract_inverted_index.industrial | 51 |
| abstract_inverted_index.intention. | 113, 130 |
| abstract_inverted_index.management | 102 |
| abstract_inverted_index.motivation | 24, 116, 202 |
| abstract_inverted_index.negatively | 110 |
| abstract_inverted_index.positively | 103 |
| abstract_inverted_index.structured | 36 |
| abstract_inverted_index.variables. | 77 |
| abstract_inverted_index.assumptions | 136 |
| abstract_inverted_index.commitment, | 9, 98, 194 |
| abstract_inverted_index.distributed | 38 |
| abstract_inverted_index.engagement. | 204 |
| abstract_inverted_index.motivation, | 106 |
| abstract_inverted_index.motivation. | 96 |
| abstract_inverted_index.theoretical | 135 |
| abstract_inverted_index.Furthermore, | 114 |
| abstract_inverted_index.employees’ | 15 |
| abstract_inverted_index.investigates | 2 |
| abstract_inverted_index.longitudinal | 172 |
| abstract_inverted_index.motivational | 208 |
| abstract_inverted_index.multi-source | 175 |
| abstract_inverted_index.quantitative | 30 |
| abstract_inverted_index.relationship | 124 |
| abstract_inverted_index.manufacturing | 20, 47, 147, 186 |
| abstract_inverted_index.psychological | 218 |
| abstract_inverted_index.relationships | 74 |
| abstract_inverted_index.self-reported | 159 |
| abstract_inverted_index.significantly | 86 |
| abstract_inverted_index.Organizational | 97 |
| abstract_inverted_index.exchange-based | 210 |
| abstract_inverted_index.organizational | 6, 8, 10, 84, 126, 222 |
| abstract_inverted_index.cross-sectional | 150 |
| abstract_inverted_index.interpretation, | 154 |
| abstract_inverted_index.management—on | 14 |
| abstract_inverted_index.factors—namely | 7 |
| abstract_inverted_index.Self-Determination | 138 |
| cited_by_percentile_year | |
| countries_distinct_count | 0 |
| institutions_distinct_count | 2 |
| citation_normalized_percentile.value | 0.19479541 |
| citation_normalized_percentile.is_in_top_1_percent | False |
| citation_normalized_percentile.is_in_top_10_percent | True |