Journal ArticleDOI
A Longitudinal Test of the Investment Model: The Impact on Job Satisfaction, Job Commitment, and Turnover of Variations in Rewards, Costs, Alternatives, and Investments
Caryl E. Rusbult,Dan Farrell +1 more
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TLDR
A longitudinal study of moderately professionalized technical workers was conducted to test a vanety of investment model (Farrell & Rusbult, 1981) predictions concerning the determinants of job satisfaction, job commitment, and turnover as discussed by the authors.Abstract:
A longitudinal study of moderately professionalized technical workers was conducted to test a vanety of investment model (Farrell & Rusbult, 1981) predictions concerning the determinants of job satisfaction, job commitment, and turnover In general, greater job satisfaction resulted from high job rewards and low job costs, whereas strong job commitment was produced by high rewards, low costs, poor alternative quality, and large investment size Whereas the impact of job rewards on satisfaction and commitment remained relatively constant, job costs seemed to exert an increasingly powerful influence over time Investment size, too, was shown to exert greater impact on job commitment with the passage of time Just prior to their leaving, the job commitment of employees who left was best predicted by a combination of rewards, costs, and alternatives Employees who stayed and those who left were shown to differ from one another with regard to changes over time in each investment model factor—those who left expenenced greater decline in rewards, increase in costs, increase in alternative quality, and decrease in investment size than did those who stayed Turnover appeared to be mediated by a decline over time in degree of job commitmentread more
Citations
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Journal ArticleDOI
The measurement and antecedents of affective, continuance and normative commitment to the organization
Natalie J. Allen,John P. Meyer +1 more
TL;DR: In this article, the authors proposed a three-component model of organizational commitment, which integrates emotional attachment, identification with, and involvement in the organization, and the normative component refers to employees' feelings of obligation to remain with the organization.
Journal ArticleDOI
A three-component conceptualization of organizational commitment
John P. Meyer,Natalie J. Allen +1 more
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.
Journal ArticleDOI
Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study
TL;DR: In this paper, a model is tested in which burnout and engagement have different predictors and different possible consequences, showing that burnout is mainly predicted by job demands but also by lack of job resources, whereas engagement is exclusively predicted by available job resources.
Journal ArticleDOI
Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior.
TL;DR: For instance, this article found that compliance, identification, and internalization are positively related to prosocial behaviors and negatively related to turnover in university employees and students, and that internalization is predictive of financial donations to a fund-raising campaign.
Journal ArticleDOI
Commitment in the workplace: toward a general model
John P. Meyer,Lynne Herscovitch +1 more
TL;DR: In this article, the authors argue that commitment should have a core essence regardless of the context in which it is studied, and that it should therefore be possible to develop a general model of workplace commitment.
References
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Book
Exchange and Power in Social Life
TL;DR: In a seminal work as discussed by the authors, Peter M. Blau used concepts of exchange, reciprocity, imbalance, and power to examine social life and to derive the more complex processes in social structure from the simpler ones.
Book
The social psychology of groups
John W. Thibaut,Harold H. Kelley +1 more
TL;DR: In this article, the authors focus on patterns of interdependence and assume that these patterns play an important causal role in the processes, roles, and norms of relationships in interpersonal relations.
Journal ArticleDOI
The Social Psychology of Groups.
Abstract: This landmark theory of interpersonal relations and group functioning argues that the starting point for understanding social behavior is the analysis of dyadic interdependence. Such an analysis portrays the ways in which the separate and joint actions of two persons affect the quality of their lives and the survival of their relationship. The authors focus on patterns of interdependence, and on the assumption that these patterns play an important causal role in the processes, roles, and norms of relationships. This powerful theory has many applications in all the social sciences, including the study of social and moral norms; close-pair relationships; conflicts of interest and cognitive disputes; social orientations; the social evolution of economic prosperity and leadership in groups; and personal relationships.
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