This article applies human resource management problems to testing Hofstede’s national culture theory and analyzes the cultural influences in the differences of employee turnover and motivation cognition between China and Australia. Results show that the Chinese employees have lower turnover intention than the Australian employees. And compared with the Australian employees, alternative job opportunities have less impact on turnover intention of Chinese employees. Chinese employees regard vocational development as the more important motivating factor, while Australian employees believe that the work itself motivated them better. The empirical research supports three dimension of Hofstede’s national culture theory.