Abstract Research indicates that engaged employees demonstrate higher job satisfaction and lower turnover intention. However, employee engagement itself is influenced by and consists of a number of different factors. This study focuses on one specific aspect of employee engagement: the social interaction of team-members (i.e., team-member exchange, TMX) as a source of employee engagement. Drawing on social exchange theory, social information processing theory, and engagement literature, we investigate the role of societal culture on TMX, and we argue that the negative relationship of TMX and turnover intention is stronger in cultures high in collectivism and high in power distance. We combined the individual-level data of 6,664 employees from 14 countries with country-level data regarding the cultural values collectivism and power distance. Multilevel analysis supported the hypothesis that culture moderates the relationship between TMX and turnover intention such that the effect was stronger in cultures high in collectivism. However, power distance did not moderate the relationship between TMX and turnover intention. This study contributes to the research field by adding a cross-cultural perspective and testing country-level moderation effects. The practical implications of our findings are discussed.

中文翻译：

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团队成员交流对离职意图的影响：从员工敬业度的某些方面的跨文化视角

摘要研究表明，敬业的员工表现出较高的工作满意度和较低的离职意愿。但是，员工敬业度本身受许多不同因素的影响，并由许多不同因素组成。这项研究的重点是员工敬业度的一个特定方面：团队成员的社交互动（即，团队成员交换，TMX）是员工敬业度的来源。借鉴社会交流理论，社会信息处理理论和参与文献，我们研究了社会文化在TMX上的作用，并且我们认为TMX与离职意图的负相关在集体主义高和权力距离高的文​​化中更强。我们将来自14个国家/地区的6,664名员工的个人数据与有关文化价值集体主义和权力距离的国家/地区数据结合在一起。多层次分析支持以下假设：文化可以缓和TMX与离职意向之间的关系，从而在集体主义较高的文化中影响更强。然而，权力距离并没有缓和TMX与离职意图之间的关系。这项研究通过增加跨文化视角并测试国家层面的调节效应，为研究领域做出了贡献。我们的发现的实际意义进行了讨论。这项研究通过增加跨文化视角并测试国家层面的调节效应，为研究领域做出了贡献。我们的发现的实际意义进行了讨论。这项研究通过增加跨文化视角并测试国家层面的调节效应，为研究领域做出了贡献。我们的发现的实际意义进行了讨论。