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Intention and Perceived Control: International Migrants' Assimilation in China.

ABSTRACT: Using the unique Survey of Foreigner Residents in China from 2018 to 2019, this study examines the assimilation of international migrants in China by considering how migrants' intention to assimilate and perceptions of local control affect their behavior, which in turn affects their assimilation outcomes. The main behavior upon which we focus on is the formation of a host social network. Regression analyses and formal mediation analyses are performed to explore how intention and perceived control serve as motivators or barriers that facilitate or restrict international migrants' acculturation and structural assimilation via host social network formation or other behaviors. Our results show that migrants' intention to assimilate has significant effects on their acculturation and structural assimilation outcomes via the establishment of a host social network and via other behaviors. As a result, it has a strong total impact on migrants' assimilation outcomes, as tested with a formal Sobel test. Migrants' perceptions of local control, in contrast, have negative direct effects on both acculturation and structural assimilation, but no significant indirect effects are identified, which suggests that perceived local control may not affect migrants' formation of a host social network but may influence other behaviors. From the Sobel test, we find no evidence of total effects from the perceptions of local control.

Supplementary information

The online version contains supplementary material available at 10.1007/s12134-021-00925-y.

SUBMITTER: Chen Z

PROVIDER: S-EPMC8791697 | biostudies-literature |

REPOSITORIES: biostudies-literature

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Project description:BACKGROUND:Organizational justice is the first virtue in social institutions (J Manage 16:399-432, 1990). It is one of the most determinant factors for an effective utilization of human resources and an essential predictor of organizational success (J Manag Dev 28:457-477, 2009). Employees who perceive fairness are more likely happy with their job and less likely leave their organization (Int J Bus Manage 4:145-154, 2009). Perceived injustice, on the other hand, diminishes motivation of workers to accomplish their duties (Int J Bus Manage 4:145-154, 2009; J Educ Sci Univ Tabriz 2:27-34, 2009). Ethiopia has given emphasis to the expansion of health institutions and increasing the number of health professionals. Despite this, little emphasis has been given the human resource aspect of the health sector. Therefore, this study aims to investigate organizational justice perceptions and turnover intentions among healthcare workers in Amhara region. METHODS:One hundred ninety seven healthcare workers participated in the study. Data were collected through self- report questionnaire and semi-structured interview. The quantitative data were analyzed through MANOVA, multiple regression, and independent samples t-test. The qualitative data were analyzed through thematic analysis. RESULTS:The results of this study revealed that healthcare workers in the public hospitals held low perceived distributive, procedural, interpersonal and informational justice. Similarly, private hospitals healthcare workers had low perceptions on distributive and procedural justice. On the contrary, healthcare workers in private hospitals reported high perception of fairness on interpersonal and informational justice aspects. Both public and private hospital healthcare workers had high turnover intention. The result revealed significant difference in organizational justice perceptions between private and public hospital healthcare workers (F (4, 182)?=?9.17; p?<?.05; partial ?2 =. 168). Organizational justice dimensions (distributive, procedural, interpersonal and informational justice) significantly contributed an additional 9.9% variation in turnover intention (R 2 change?=?.099, F (4,170)?=?4.86, p?<?.05). Distributive justice was the most important predictor of turnover intention (??=?-.23, p <?.05). CONCLUSION:Organizational justice perceptions of healthcare workers significantly predicted turnover intention. Hence, organizational justice should be given due emphasis in designing and implementing policies and strategies of human resource management.

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Intention and Perceived Control: International Migrants' Assimilation in China.

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