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Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.
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Abstract:
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)read more
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Journal Article
Refashioning organizational boundaries: Outsourcing customer service work
Janet Walsh,Stephen Deary +1 more
TL;DR: In this article, the authors examined employees' perceptions of their work and employment arrangements in both an in-house producer and an external service provider and identified and compared the factors that shape their organizational commitment and intentions to quit.
Dissertation
The experience of organisational commitment, work engagement and meaning of work of nursing staff in hospitals
TL;DR: Investigation of the relationship between organisational commitment, work engagement and meaning of work amongst nursing staff at various hospitals indicated that the majority of nursing staff view their work as either a job or a calling.
Job involvement, internal motivation, and employees integration into networks of work relationships / BEBR No. 542
Abstract: Abstract In the study reported here, hypotheses regarding social determinants of internal motivation and job involvement are generated and tested against data gathered from 522 employees of an assembly and packaging plant. Specifically, it is hypothesized that integration into networks of work-based relationships will be positively associated with internal motivation and negatively associated with job involvement. It is also hypothesized that the strength of these relationships will vary with the employees' orientation toward growth and development. Consistent with the hypotheses, it is found that integration is associated with internal motivation; however, isolates who are growth oriented are more internally motivated than isolates who are not growth oriented. There is no main effect of integration on job involvement; however, isolates who are not growth oriented are more involved in their jobs than are isolates who are growth oriented. It is concluded that internal motivation and job involvement can be alternative sources of meaning and identity, particularly for people who are isolated from work relationships and therefore are unlikely to be highly involved with the organization.
"Multiple dimensions of human resource development and organizational performance": Corrigendum.
Sun Young Sung,Jin Nam Choi +1 more
TL;DR: In this paper, the authors investigated the effects of various human resource development (HRD) dimensions on organizational performance, and they identified four distinct dimensions of HRD that reflect either quantitative or qualitative approaches from either managerial or employee perspectives.
Las prácticas de recursos humanos y el rendimiento organizacional. Un estudio contextualizado en la Administración Local Catalana
TL;DR: In this paper, a Tesis doctoral se plantea como finalidad, por un lado conocer las principales practicas de gestion de recursos humanos that tienen lugar in los ayuntamientos, and por otro, establecer las relaciones that existen entre estas practicas and los resultados sobre los comportamiento de los empleados, and su impacto sobre el rendimiento organizativo.
References
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The Commitment-Trust Theory of Relationship Marketing
Robert Morgan,Shelby D. Hunt +1 more
TL;DR: Relationship marketing, established, developing, and maintaining successful relational exchanges, constitutes a major shift in marketing theory and practice as mentioned in this paper, after conceptualizing relationship relationships as a set of relationships.
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TL;DR: In this paper, the authors integrate the work of hundreds of researchers in individual workplace behavior to explain choice of work, job satisfaction, and job performance, including motivation, goal incentive, and attitude.
Journal ArticleDOI
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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.
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