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Mark John Somers
Researcher at New Jersey Institute of Technology
Publications - 45
Citations - 3188
Mark John Somers is an academic researcher from New Jersey Institute of Technology. The author has contributed to research in topics: Organizational commitment & Affective events theory. The author has an hindex of 23, co-authored 44 publications receiving 2986 citations. Previous affiliations of Mark John Somers include Rutgers University & National Administrative Department of Statistics.
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Organizational commitment, turnover and absenteeism: An examination of direct and interaction effects
TL;DR: In this article, a three component model of organizational commitment was used to study job withdrawal intentions, turnover and absenteeism, and affective commitment emerged as the most consistent predictor of these outcome variables and was the only view of commitment related to turnover and to absenteeism.
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Organizations as complex adaptive systems: Implications of Complexity Theory for leadership research
TL;DR: This article contrasts the assumptions of General Systems Theory, the framework for much prior leadership research, with those of Complexity Theory to further develop the latter's implications for the definition of leadership and the leadership process.
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Ethical Codes of Conduct and Organizational Context: A Study of the Relationship Between Codes of Conduct, Employee Behavior and Organizational Values
TL;DR: In this paper, the authors used a sample of 613 management accountants drawn from the United States to study the relationship between corporate and professional codes of ethics and employee attitudes and behaviors.
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Work-related commitment and job performance: it's also the nature of the performance that counts
Mark John Somers,Dee Birnbaum +1 more
TL;DR: The authors found that job involvement was related only to performance tied to intrinsically rewarding elements of work, and career commitment was positively related to overall performance effectiveness, while organizational commitment (both affective and continuance) was unrelated to job performance.
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The combined influence of affective, continuance and normative commitment on employee withdrawal
TL;DR: In this article, commitment profiles were compared to turnover intentions, job search behavior, work withdrawal (absenteeism and lateness) and job stress, and the most positive work outcomes were associated with the affective-normative dominant profile which included lower turnover intentions and lower levels of psychological stress.