The Influence Of Job Satisfaction And Organizational Commitment On Executive Withdrawal And Performance
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The Influence Of Job Satisfaction And Organizational Commitment On Executive Withdrawal And Performance
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Author : Lisa M. Moynihan
language : en
Publisher:
Release Date : 2000
The Influence Of Job Satisfaction And Organizational Commitment On Executive Withdrawal And Performance written by Lisa M. Moynihan and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 2000 with categories.
Commitment In The Workplace
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Author : John P. Meyer
language : en
Publisher: SAGE Publications
Release Date : 1997-01-27
Commitment In The Workplace written by John P. Meyer and has been published by SAGE Publications this book supported file pdf, txt, epub, kindle and other format this book has been release on 1997-01-27 with Business & Economics categories.
What is a committed employee? Are such employees better or worse off than uncommitted employees? What are the organizational advantages and disadvantages of having a committed workforce? This book overviews academic and popular perspectives on commitment in employees. It examines the multiple faces of commitment and the links that have been established between the various forms of commitment and organizational behaviour. In addition, questions concerning individual differences, organizational characteristics, job characteristics and work experiences associated with commitment are explored. The volume concludes with a discussion of what organizations can do to manage commitment effectively, including under difficult circumst
Commitment In Organizations
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Author : Howard J. Klein
language : en
Publisher: Routledge
Release Date : 2012-11-12
Commitment In Organizations written by Howard J. Klein and has been published by Routledge this book supported file pdf, txt, epub, kindle and other format this book has been release on 2012-11-12 with Business & Economics categories.
Commitment is one of the most researched concepts in organizational behavior. This edited book in the SIOP Organizational Frontiers series, with contributions from many scholars, attempts to summarize current research and suggests new directions for studies on commitment in organizations. Commitment is linked to other concepts ie. satisfaction, involvement, motivation, and identification and is studied across cultural lines. Both the individual and group levels of building and maintaining commitment are discussed.
Handbook Of Employee Commitment
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Author : John P. Meyer
language : en
Publisher: Edward Elgar Publishing
Release Date : 2016-09-28
Handbook Of Employee Commitment written by John P. Meyer and has been published by Edward Elgar Publishing this book supported file pdf, txt, epub, kindle and other format this book has been release on 2016-09-28 with Business & Economics categories.
A high level of employee commitment holds particular value for organizations owing to its impact on organizational effectiveness and employee well-being. This Handbook provides an up-to-date review of theory and research pertaining to employee commitment in the workplace, outlining its value for both employers and employees and identifying key factors in its development, maintenance or decline. Including chapters from leading theorists and researchers from around the world, this Handbook presents cumulated and cutting-edge research exploring what commitment is, the different forms it can take, and how it is distinct from related concepts such as employee engagement, work motivation, embeddedness, the psychological contract, and organizational identification.
Social Influences On Decisions To Quit
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Author :
language : en
Publisher:
Release Date : 2015
Social Influences On Decisions To Quit written by and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 2015 with Electronic books categories.
This study is an exploration of the impact that social contexts in the work environment have on previously well-established relationships of work attitudes (job satisfaction and affective organizational commitment) predicting turnover intention. The work attitude-turnover intention relationships are based on the Withdrawal Model, which is the framework for this study. However, one criticism of the Withdrawal Model is that it does not take into account the social context (work environment) in which employees operate when ultimately making a decision about if they want to leave a particular job or organization. As a result, a study of social context influences would help fill this gap in the literature. Social context in this study will be operationalized as department-level organizational citizenship behavior (OCB) norms and store-level civility norms. These two variables will be examined as cross-level moderators of the relationship between individuallevel job attitudes and turnover intention described in the Withdrawal Model. It is hypothesized that the individual-level, negative relationships of job satisfaction and affective commitment on turnover intention will be strongest when OCB norms are low and when civility norms are low. Conversely, it is hypothesized that when the OCB and civility norms are high, the individual-level relationships will be weaker. The sample used to test these hypotheses is an archival dataset. Data were collected as part of an organization-wide survey that was distributed to all non-manager employees at a chain of local grocery stores in the eastern United States. Participation was voluntary in nature and resulted in responses from 950 employees working in 384 unique departments inside of 53 store locations. To account for the hierarchical nature of the dataset, analyses were conducted using multilevel modeling (MLM). Individual-level direct effects on turnover intention were found to be significant for job satisfaction and affective commitment. These findings support the Withdrawal Model in a multilevel model. None of the moderating interaction effects tested were found to be significant. Results did not support the hypothesis that social contexts moderate the individual job attitude to turnover intention relationships. Some results suggest that social contexts may have a direct effect on turnover intention over and above the effects of work attitudes. Future research is needed to explore if these findings persist in other samples. Additional suggestions for future research include testing the effects of social contexts in other samples and/or testing using a mediated model.
The Moderating Influence Of Culture On The Relationship Between Role Stressors Job Satisfaction And Organizational Commitment
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Author : Haitham A. Khoury
language : en
Publisher:
Release Date : 2008
The Moderating Influence Of Culture On The Relationship Between Role Stressors Job Satisfaction And Organizational Commitment written by Haitham A. Khoury and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 2008 with categories.
ABSTRACT: The purpose of this study was to explore the implications of cultural dimensions on the relationship between job satisfaction facets, role stressors, and organizational commitment. Using data from 214 university employees, the moderating influence of individualistic and collectivistic orientations as expressed through four cultural dimensions (responsibility, affiliation, social welfare, and achievement) on those relationships were investigated. Results indicated that role ambiguity had a greater negative influence on affective commitment for those who were more cooperative as opposed to competitive in their achievement orientation; whereas the relationship between coworker and supervision satisfaction and affective commitment was stronger for those who endorsed an individualist achievement orientation. Responsibility was found to moderate the relationship between satisfaction with the nature of work and continuance commitment more strongly and negatively for those who endorsed a collectivist orientation. The prediction that the relationship between role stressors and normative commitment would be more negative for those endorsing a collectivist orientation of affiliation was supported. Support was also found for the more positive influence of a collectivist orientation of affiliation on the relationship between job satisfaction facets (coworkers and supervision) and normative commitment. Finally, support was found for the collectivist orientation of affiliation positively influencing the relationship of satisfaction with the nature of work with normative commitment. Cross-cultural psychology has moved towards the inclusion of cultural dimensions into the study of psychological behavior in the workplace in a two-pronged approach: refining the theory of cross-cultural industrial/organizational psychology and determining the processes by which cultural dimensions are linked to work behaviors. This study aimed to tackle both approaches by extending the empirical research that is ongoing in the area and accelerating the theoretical development.
The Role Of Organizational Commitment And Job Satisfaction In Progressive Withdrawal Behaviors
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Author : W. Kevin Baker
language : en
Publisher:
Release Date : 1994
The Role Of Organizational Commitment And Job Satisfaction In Progressive Withdrawal Behaviors written by W. Kevin Baker and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 1994 with Commitment (Psychology) categories.
Employee Relationship Management
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Author : V. Chitra
language : en
Publisher: MJP Publisher
Release Date : 2019-06-05
Employee Relationship Management written by V. Chitra and has been published by MJP Publisher this book supported file pdf, txt, epub, kindle and other format this book has been release on 2019-06-05 with Business & Economics categories.
This book presents research-based best practices related to Employee Relationship Management and offers content area strategies that integrate employer- employee relationship in an organization. These strategies are based on the theory of organization and theory of equilibrium, which can be applied in every organization, no matter regarding the level of employment. Various research scales to measure Employee relationship management and suggestions for improving the relationship are include in this book. Following are the Chapters included in this book.
Organizational Commitment And Employee Performance Factors That Promote Positive Motivational Behavior Among The Employees
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Author : Micah Effiong
language : en
Publisher: GRIN Verlag
Release Date : 2020-02-14
Organizational Commitment And Employee Performance Factors That Promote Positive Motivational Behavior Among The Employees written by Micah Effiong and has been published by GRIN Verlag this book supported file pdf, txt, epub, kindle and other format this book has been release on 2020-02-14 with Business & Economics categories.
Research Paper (undergraduate) from the year 2017 in the subject Leadership and Human Resources - Leadership, grade: A, , course: Business Administration, language: English, abstract: The purpose of this study is to examine the relationship between organizational commitment, moral or affective commitment, calculative or continuance commitment and normative commitment and job performance. The population of the study is made up of 300 academic and non-academic staff of Ritman University, Ikot Ekpene, Akwa Ibom State. The paper used purposive sampling for the selection of the respondents. Questionnaires were distributed to the respondents for statistical analysis. The study utilized linear correlation coefficient to analyze the data collected. The study revealed a number of findings including: there is a significant correlation between organizational commitment and employee performance, there is a significant correlation between moral or affective commitment and job performance, there is statistically significant correlation between continuance commitment and job performance. Based on the findings, some recommendations were made most importantly: Nigeria University should lay more emphases on the provision of social responsibility to its workers, owners, society and other stakeholders. Finally, the success or failure of any organization depends on its workforce. Adequate motivation and remuneration boost the employee moral to work harder towards achieving or accomplishing challenging task or goals.
Job Satisfaction
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Author : C. J. Cranny
language : en
Publisher:
Release Date : 1992
Job Satisfaction written by C. J. Cranny and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 1992 with Business & Economics categories.
In this era of frequent corporate restructuring and rapid technological change, successful companies must have employees who are open to innovation and to changing roles, and are able to work together productively. Research shows that employees most likely to be adaptable, cooperative, and productive are those who are satisfied with their jobs. Therefore, it is essential that leaders of American business understand how to enhance job satisfaction within their organizations. In Job Satisfaction, top academic researchers in the field share state-of-the-art information on creating job satisfaction, its resulting benefits, and the risks of having too many employees who are dissatisfied with their jobs. As they show, job satisfaction is also an extremely useful predictor for management. An employee's level of job satisfaction is the single most important piece of data a manager or organizational psychologist can have to predict an employee's rate of absenteeism, decision to resign or retire, desire for union representation, or level of psychological withdrawal. Before they can enhance job satisfaction, managers must understand its components. Research demonstrates that an employee's level of satisfaction is based not only on events in the present and past, but also on his perceptions of the future. Foreseeing future opportunities for advancement, for increased pay, for participation in decision-making, or for networking lead to a high level of job satisfaction. In fact, the authors reveal, perceiving future opportunity can actually be more motivating than actually receiving a raise, getting promoted, or being given additional responsibilities. Job Satisfaction dispels the notion that jobstress necessarily leads to dissatisfaction, and shows how an organization should focus on increasing satisfaction rather than just reducing stress. It is especially important for managers to stimulate job satisfaction by improving their employees' sense of achievement through making tasks and their objectives clear, as well as giving feedback. Academics and managers alike will find Job Satisfaction a source of new and useful information for understanding and enhancing satisfaction on the job.