Leeman, Trilas (2015) Effects of Cross-Cultural Value Orientations on Subjective Well-Being and Turnover Intentions in an Australian Sample. Honours thesis, University of Southern Queensland. (Unpublished)
Abstract
This study investigated the relationship between cultural value orientations, current life satisfaction, and turnover intentions in a sample of 391 Australian employees between 18-75 years of age. Respondents were evenly distributed between those working in metropolitan areas and those working in regional and rural areas of Australia. We expected that primary cultural value orientations might correspond with individuals’ current life satisfaction and intentions to leave their organisation. As primary dimensions of cultural value orientations, we used the four dimensions developed by Triandis and Gelfand (1998) of horizontal collectivism (HC), vertical collectivism (VC), horizontal individualism (HI), and vertical individualism (VI). In this study, we tested whether the outcomes of life satisfaction and turnover intentions were related to these four dimensions. First, we hypothesised that HC would be positively associated with current life satisfaction and negatively associated with turnover intentions. Second, we hypothesised that VC would be negatively associated with both current life satisfaction and turnover intentions. Third, we predicted that HI would be positively associated with both current life satisfaction and turnover intentions. Finally, we predicted that VI would be negatively associated with current life satisfaction and positively associated with turnover intentions. Results from Pearson’s bivariate correlations and simple regression analyses supported the first and fourth hypotheses, namely that both HC and VI are significant predictors of current life satisfaction and turnover intentions. Unlike previous research (Kasser & Ryan, 1993; Oishi, 2000; Ryff & Singer, 1998), HI was a significant predictor of current life dissatisfaction. The current findings add to our understanding of which value orientations influence life satisfaction and decisions to stay or leave organisations. This has implications for managers who wish to retain staff, and provide a positive working environment. Future research would benefit from replicating the methodology used in this study to confirm and validate findings in different community settings and particular organisational contexts.
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| Item Type: | Thesis (Non-Research) (Honours) |
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| Item Status: | Live Archive |
| Additional Information: | Current UniSQ staff and students can request access to this thesis. Please email research.repository@unisq.edu.au with a subject line of SEAR thesis request and provide: Name of the thesis requested and Your name and UniSQ email address |
| Faculty/School / Institute/Centre: | Historic - Faculty of Health, Engineering and Sciences - School of Psychology and Counselling (1 Jan 2015 - 31 Dec 2021) |
| Supervisors: | Erich Fein |
| Qualification: | Bachelor of Science (Honours) |
| Date Deposited: | 04 Sep 2025 01:46 |
| Last Modified: | 04 Sep 2025 01:46 |
| Uncontrolled Keywords: | individualism, collectivism, horizontal, vertical, cross-cultural, value orientations, subjective well-being, life satisfaction, turnover intentions |
| Fields of Research (2008): | 17 Psychology and Cognitive Sciences > 1799 Other Psychology and Cognitive Sciences > 179999 Psychology and Cognitive Sciences not elsewhere classified |
| Fields of Research (2020): | 52 PSYCHOLOGY > 5299 Other psychology > 529999 Other psychology not elsewhere classified |
| URI: | https://sear.unisq.edu.au/id/eprint/52499 |
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