Author
Gary Blau
Other affiliations: Mental Health Services, University of Cincinnati
Bio: Gary Blau is an academic researcher from Temple University. The author has contributed to research in topics: Job satisfaction & Organizational commitment. The author has an hindex of 46, co-authored 189 publications receiving 8349 citations. Previous affiliations of Gary Blau include Mental Health Services & University of Cincinnati.
Papers published on a yearly basis
Papers
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TL;DR: In this article, the authors investigated the nomological network of career commitment by determining if a distinct measure for career commitment could be operationalized and examining whether such a measure showed a different relationship to withdrawal cognition scales than measures of other work commitment concepts.
Abstract: Using a sample of 119 registered nurses from a large urban hospital, this longitudinal study investigated the nomological network of career commitment by: (a) determining if a distinct measure of career commitment could be operationalized, and (b) examining whether such a measure showed a different relationship to withdrawal cognition scales than measures of other work commitment concepts. The study also tested the importance of situational and individual difference variables in predicting career commitment.
937 citations
TL;DR: In this paper, a conceptualization of how job involvement and organizational commitment could interact to affect turnover and absenteeism is presented. But the conceptualization is limited to a single task.
Abstract: This paper presents one conceptualization of how job involvement and organizational commitment could interact to affect turnover and absenteeism.
540 citations
TL;DR: In this paper, a two-dimensional measure of job search behavior was found using 114 hospital employees, 103 pharmaceutical managers, and 418 graduating college seniors, and LISREL results indicated that financial need and task-specific self-esteem affected both job search behaviors.
353 citations
TL;DR: In this paper, the reliability and validity of career commitment measures were examined using employee samples from a newspaper company and an insurance company, and the results showed that career commitment could be reliably measured and was operationally distinct from job involvement and organizational commitment.
319 citations
TL;DR: In this article, the authors proposed a conceptual model describing how an interaction of job involvement and organizational commitment can be useful for predicting employee turnover and absenteeism, and partially tested their conceptual model.
304 citations
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TL;DR: Deming's theory of management based on the 14 Points for Management is described in Out of the Crisis, originally published in 1982 as mentioned in this paper, where he explains the principles of management transformation and how to apply them.
Abstract: According to W. Edwards Deming, American companies require nothing less than a transformation of management style and of governmental relations with industry. In Out of the Crisis, originally published in 1982, Deming offers a theory of management based on his famous 14 Points for Management. Management's failure to plan for the future, he claims, brings about loss of market, which brings about loss of jobs. Management must be judged not only by the quarterly dividend, but by innovative plans to stay in business, protect investment, ensure future dividends, and provide more jobs through improved product and service. In simple, direct language, he explains the principles of management transformation and how to apply them.
9,241 citations
TL;DR: In this paper, the authors go beyond the existing distinction between attitudinal and behavioral commitment and argue that commitment, as a psychological state, has at least three separable components reflecting a desire (affective commitment), a need (continuance commitment), and an obligation (normative commitment) to maintain employment in an organization.
9,212 citations
TL;DR: This article found that people can use varying degrees of their selves, physically, cognitively, and emotionally, in work role performances, which has implications for both their performance and their wellbeing.
Abstract: This study began with the premise that people can use varying degrees of their selves, physically, cognitively, and emotionally, in work role performances, which has implications for both their wor...
7,647 citations
TL;DR: This paper conducted meta-analyses to assess relations among affective, continuance, and normative commitment to the organization and relations between the three forms of commitment and variables identified as their antecedents, correlates, and consequences in Meyer and Allen's (1991) Three-Component Model.
6,149 citations
TL;DR: In this paper, the authors summarize previous empirical studies that examined antecedents, correlates, and/or consequences of organizational commitment using meta-analysis, including 26 variables classified as antecedent, 8 as consequences, and 14 as correlates.
Abstract: In this article, we summarize previous empirical studies that examined antecedents, correlates, and/or consequences of organizational commitment using meta-analysis. In total, 48 meta-analyses were conducted, including 26 variables classified as antecedents, 8 as consequences, and 14 as correlates.
6,145 citations