Book•
Job Satisfaction: Application, Assessment, Causes, and Consequences
26 Mar 1997-
TL;DR: The Nature of Job Satisfaction The Assessment of job Satisfaction How people feel about work Antecedents of job satisfaction Potential Effects of job satisfaction Concluding Remarks as mentioned in this paper.
Abstract: The Nature of Job Satisfaction The Assessment of Job Satisfaction How People Feel about Work Antecedents of Job Satisfaction Potential Effects of Job Satisfaction Concluding Remarks
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TL;DR: Meta-analysis was used to review and synthesize existing empirical research concerning the career benefits associated with mentoring for the protégé, and the findings were generally supportive of the benefits of mentoring.
Abstract: Meta-analysis was used to review and synthesize existing empirical research concerning the career benefits associated with mentoring for the protege´. Both objective (e.g., compensation) and subjective (e.g., career satisfaction) career outcomes were examined. Comparisons of mentored versus nonmentored groups were included, along with relationships between mentoring provided and outcomes. The findings were generally supportive of the benefits associated with mentoring, but effect sizes associated with objective outcomes were small. There was also some indication that the outcomes studied differed in the magnitude of their relationship with the type of mentoring provided (i.e., career or psychosocial).
1,481 citations
TL;DR: In this paper, the authors investigated the relationship between organizational commitment and employee perceptions of corporate social responsibility (CSR) within a model that draws on social identity theory, examining the impact of three aspects of socially responsible behaviour on organizational commitment.
Abstract: This study investigates the relationship between organizational commitment and employee perceptions of corporate social responsibility (CSR) within a model that draws on social identity theory. Specifically, we examine the impact of three aspects of socially responsible behaviour on organizational commitment: employee perceptions of corporate social responsibility in the community, procedural justice in the organization and the provision of employee training. The relationship between organizational commitment and each aspect of CSR is investigated within a model that distinguishes between genders and includes a set of control variables that is drawn from the commitment literature (Meyer et al., 2002). The analysis is based on a sample of 4,712 employees drawn from a financial services company. The results emphasize the importance of gender variation and suggest both that external CSR is positively related to organizational commitment and that the contribution of CSR to organizational commitment is at leas...
1,131 citations
TL;DR: A theoretical model is developed and test that integrates 4 key explanations of value congruence effects, which are framed in terms of communication, predictability, interpersonal attraction, and trust, and shows that individual and organizational values exhibited small but significant relationships with job satisfaction and organizational identification that bypassed the mediators in their model.
Abstract: Research on value congruence has attempted to explain why value congruence leads to positive outcomes, but few of these explanations have been tested empirically. In this article, the authors develop and test a theoretical model that integrates 4 key explanations of value congruence effects, which are framed in terms of communication, predictability, interpersonal attraction, and trust. These constructs are used to explain the process by which value congruence relates to job satisfaction, organizational identification, and intent to stay in the organization, after taking psychological need fulfillment into account. Data from a heterogeneous sample of employees from 4 organizations indicate that the relationships that link individual and organizational values to outcomes are explained primarily by the trust that employees place in the organization and its members, followed by communication, and, to a lesser extent, interpersonal attraction. Polynomial regression analyses reveal that the relationships emanating from individual and organizational values often deviated from the idealized value congruence relationship that underlies previous theory and research. The authors' results also show that individual and organizational values exhibited small but significant relationships with job satisfaction and organizational identification that bypassed the mediators in their model, indicating that additional explanations of value congruence effects should be pursued in future research.
1,052 citations
Posted Content•
21 Mar 2000
TL;DR: In this paper, the effects of employee communication and perceived external prestige (PEP) on organizational identification were evaluated, and it was shown that employee communication affects organizational identification more strongly than PEP, suggesting that the importance of how an organization communicates internally is even more vital than the question what is being communicated.
Abstract: textEmployees' Organizational Identification (OI) is measured in a customer service organization. Particularly the effects of employee communication and perceived external prestige (PEP) on OI were evaluated. Results show that employee communication affects OI more strongly than PEP. One aspect of employee communication, the communication climate, appears to play a central role: it mediates the impact on OI of the content of employee communication. These results suggest that the importance of how an organization communicates internally is even more vital than the question what is being communicated. Consequences of the results for managing and synchronizing internal and external communication are discussed.
1,047 citations
TL;DR: Investigating possible changes over time in sources of dissatisfaction revealed that factors related to the work environment rather than individual or demographic factors were still of most importance to nurses' turnover intentions.
906 citations