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Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)

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Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.

This is the first of a series of books derived from a national mental health survey by a Joint Commission on Mental Illness and Health and supported by the national government through grants authorized by Congress to the National Institute of Mental Health and from some private sources. It is expected that ten monographs will be published in time, followed by a final report, with a summary of findings and recommendations for national and state mental health programs. Certainly this first volume augurs well for the total series, because the author has presented the problems of mental health in succinct and scientific style, with extremely worth-while suggestions for future research. The author starts out with the assumption that mental health is not the negative of mental illness. It suggests that there is a condition that could be called positive mental health, and this the author takes as her focus for

Current Concepts of Positive Mental Health.

After 10 years in sales and product marketing with Steelcase, a challenge to become involved in a startup company led me away from Steelcase. After years of selling Steelcase products, being involved in new product development, seeing Steelcase trucks on the road, and feeling proud to be part of Steelcase, I was now on the outside. A few years into the new business, I had the opportunity to build a new facility. We outfitted the building with Steelcase 9000 and wood offices suites from Stow & Davis. It was a great day to see a Steelcase truck back into my truck well. Today I still use the same furniture from 15 years ago and it still looks great!

From Employee to Customer

Theoretical models suggest that gratitude is linked to increased prosociality. To date, however, there is a lack of a comprehensive quantitative synthesis of results to support this claim. In this review we aimed to (a) examine the overall strength of the association between gratitude and prosociality, and (b) identify the theoretical and methodological variables that moderate this link. We identified 252 effect sizes from 91 studies across 65 papers-(Total N = 18,342 participants). The present meta-analysis revealed a statistically significant, and moderate positive correlation between gratitude and prosociality (r = .374). This association was significantly larger among studies that assessed reciprocal outcomes relative to nonreciprocal outcomes, and in particular among studies that examined direct-compared with indirect-reciprocity. Studies that examined gratitude as an affective state reported significantly larger effect size studies assessing gratitude as a trait. Studies that examined benefit-triggered gratitude (in response to other's kindness) had a stronger effect that generalized gratitude that focuses on the appreciation of what is valued and cherished in life. Finally, studies that manipulated gratitude in vivo (e.g., economic games) had larger effect sizes compared with those based on recalled incidents when the person felt grateful. We describe the theoretical and practical significance of the results. (PsycINFO Database Record

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Does gratitude enhance prosociality?: A meta-analytic review.

This systematic review of sponsorship-linked marketing from 1996 to 2017 analyzes the current state of research. The overarching conclusion is that there is a surplus of research that examines audience responses to sponsorship-linked marketing but a shortage of research that examines marketing management of the sponsorship process. This misalignment of research needs to research investments stems partly from a failure to consider the sponsorship process as a whole. Research has failed to account for the complexity of the sponsorship-linked marketing ecosystem that influences both audience response and management decision making. The authors develop a sponsoring process model, generalizable to all sponsorship contexts, as an organizing frame for the review and as a reorienting perspective for research and practice. To spur future work, they advance a series of research questions and, to support practice, provide managerial insights.

Sponsorship-linked marketing: research surpluses and shortages

Objective:To describe the development of and test the validity and reliability of the Workplace Culture of Health (COH) scale.Methods:Exploratory factor analysis and confirmatory factor analysis were performed on data from a health care organization (N = 627). To verify the factor structure, confirm

Development and validity of a scale to measure workplace culture of health.

Purpose – The purpose of this paper is to gain insight into how consumers value sports team-branded merchandise. Two experiments are conducted to examine the effects of rivalry and team identification on evaluations of licensed product (Study 1). Study 2 examined the effects of team brand cue, team performance priming and product category on licensed product evaluations. Design/methodology/approach – Study 1 (N = 104) examined the effects of team rivalry and team identification on multidimensional product values and purchase intent. In Study 2, a 3 (performance priming: positive/negative/neutral) × 2 (team brand cue: present/absent) × 2 (product category: symbolic/utilitarian) between-subjects design (N = 285) was utilized. Samples were recruited from students and alumni at a large Midwestern university in the USA. A series of multivariate analysis of covariance was conducted to test the proposed hypotheses. Findings – Fans view a product licensed with a rival team’s logo to have significantly less functi...

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Licensing a sports brand: effects of team brand cue, identification, and performance priming on multidimensional values and purchase intentions

The purpose of this study was to examine the role of multidimensional consumer values in the relationship between team identification, purchase attitude, and purchase intention in the team-licensed merchandise context. The study also tested the moderating effects of product category (utilitarian/hedonic) and performance priming (positive/negative). Fans of two college sport teams (N = 203) participated in the study. Both multidimensional consumer values (i.e., functional, emotional, and social) and team identification were shown to influence purchase attitude. In turn, the attitude toward team-licensed merchandise had a direct significant impact on purchase intention. Product category moderated the relationship between team identification and consumer values as well as the relationship between team identification and purchase attitude. More specifically, the relationship between team identification and perceived consumer values was significantly strong for hedonic products, while the impact of team identification on attitudes toward sportlicensed merchandise was significantly pronounced for utilitarian products

https://www.researchgate.net/profile/Dae_Hee_Kwak/publication/263807392_Revisiting_the_team_identification-value-purchase_relationship_in_the_team-licensed_merchandise_consumption_context_A_multidimensional_consumer_value_approach/links/0deec53beb43ac0e77000000.pdf

Revisiting the Team Identification-Value- Purchase Relationship in the Team- Licensed Merchandise Consumption Context: A Multidimensional Consumer Value Approach

OBJECTIVES This study examines the relationships between the workplace culture of health (CoH), job satisfaction, and turnover intention. We also examined the moderating effect of job classification. METHODS Structural equation modeling analysis was performed on data from employees of a Korean life insurance company (N = 880). RESULTS Workplace CoH directly influenced job satisfaction (β = 0.32; P < 0.001) and was indirectly associated with intention to leave. Job satisfaction was directly associated with intention to leave (β = -0.42; P < 0.001). The relationship between job satisfaction and intention to leave was stronger for managerial employees than for non-managerial employees. CONCLUSIONS This study showed that a workplace CoH is related to job satisfaction and intention to leave. Supporting health at the workplace has implications beyond health that benefit both employees and the organization.

Youngbum Kwon

Papers

Sponsorship-linked marketing: research surpluses and shortages

Development and validity of a scale to measure workplace culture of health.

Licensing a sports brand: effects of team brand cue, identification, and performance priming on multidimensional values and purchase intentions

Revisiting the Team Identification-Value- Purchase Relationship in the Team- Licensed Merchandise Consumption Context: A Multidimensional Consumer Value Approach

Does Worksite Culture of Health (CoH) Matter to Employees? Empirical Evidence Using Job-Related Metrics.