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Work and motivation
TLDR
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.Abstract:
Why do people choose the careers they do? What factors cause people to be satisfied with their work? No single work did more to make concepts like motive, goal incentive, and attitude part of the workplace vocabulary. This landmark work, originally published in 1964, integrates the work of hundreds of researchers in individual workplace behavior to explain choice of work, job satisfaction, and job performance. Includes an extensive new introduction that highlights and updates his model for current organization behavior educators and students, as well as professionals who must extract the highest levels of productivity from today's downsized workforces.read more
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Paths to Turnover: A Re-analysis and Review of Existing Data on the Mobley, Horner, and Hollingsworth Turnover Model
TL;DR: Several data sets collected on the Mobley, Horner, and Hollingsworth (1978) model of turnover were re-analyzed with path analytic techniques as discussed by the authors, and inconsistencies were apparent in the data for many specific linkages proposed by Mobley et al. The use of a causal modeling approach developed by Joreskog & Sorborm is proposed as a possible solution to some of these problems in future research.
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Supervisor—Subordinate Guanxi and Employee Work Outcomes: The Mediating Role of Job Satisfaction
TL;DR: This paper found that job satisfaction fully mediated the effects of supervisor-subordinate guanxi on participatory management and intentions to leave, but partially mediated the relationship between supervisor and organizational commitment.
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Some problems in the measurement of organizational climate
TL;DR: In this article, two work attitude measures and 90 organizational climate items were administered to 499 employees of one company and cluster analysis of the cluster scores generated for each measure revealed substantial redundancy of climate factors with regard to work attitude factors.
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Managing Organizational Change: An Integrative Perspective:
TL;DR: In this article, an integrative approach to managing organizational change is presented, based on a congruence model of organizational behavior which views the organization as an interdependent set of individuals.
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An analysis of the relationship between job satisfaction and job stress in correctional nurses.
TL;DR: Assessment of job satisfaction and job stress among correctional nurses found that correctional nurses' expectations about job satisfaction were influenced by pay and autonomy, which was consistent with studies of hospital nurses.