Author: Soon Chin WongPublisher:
ISBN:
Category :
Languages : en
Pages : 116
Book Description
Relationship Between Job Satisfaction and Organisational Commitment in the Workplace
Author: Soon Chin WongEmployee—Organization Linkages
Author: Richard T. MowdayPublisher: Academic Press
ISBN: 1483267393
Category : Self-Help
Languages : en
Pages : 264
Book Description
Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover summarizes the theory and research on employee-organization linkages, including the processes through which employees become linked to work organizations, the quality of such linkages, and how linkages are weakened or severed. The text identifies the determinants of employee commitment, absenteeism, and turnover, as well as their consequences for the individual, work groups, and the larger organization. The book also presents conceptual models on how employees become committed to, decide to be absent from, and decide to leave their organizations. Human resource practitioners, managers, employers, and industrial psychologists will find the book very informative and insightful.
Commitment in Organizations
Author: Howard J. KleinPublisher: Routledge
ISBN: 1135389845
Category : Business & Economics
Languages : en
Pages : 506
Book Description
Commitment is one of the most researched concepts in organizational behavior. This edited book in the SIOP Organizational Frontiers series, with contributions from many scholars, attempts to summarize current research and suggests new directions for studies on commitment in organizations. Commitment is linked to other concepts ie. satisfaction, involvement, motivation, and identification and is studied across cultural lines. Both the individual and group levels of building and maintaining commitment are discussed.
Job Satisfaction
Author: C. J. CrannyPublisher:
ISBN:
Category : Business & Economics
Languages : en
Pages : 326
Book Description
In this era of frequent corporate restructuring and rapid technological change, successful companies must have employees who are open to innovation and to changing roles, and are able to work together productively. Research shows that employees most likely to be adaptable, cooperative, and productive are those who are satisfied with their jobs. Therefore, it is essential that leaders of American business understand how to enhance job satisfaction within their organizations. In Job Satisfaction, top academic researchers in the field share state-of-the-art information on creating job satisfaction, its resulting benefits, and the risks of having too many employees who are dissatisfied with their jobs. As they show, job satisfaction is also an extremely useful predictor for management. An employee's level of job satisfaction is the single most important piece of data a manager or organizational psychologist can have to predict an employee's rate of absenteeism, decision to resign or retire, desire for union representation, or level of psychological withdrawal. Before they can enhance job satisfaction, managers must understand its components. Research demonstrates that an employee's level of satisfaction is based not only on events in the present and past, but also on his perceptions of the future. Foreseeing future opportunities for advancement, for increased pay, for participation in decision-making, or for networking lead to a high level of job satisfaction. In fact, the authors reveal, perceiving future opportunity can actually be more motivating than actually receiving a raise, getting promoted, or being given additional responsibilities. Job Satisfaction dispels the notion that jobstress necessarily leads to dissatisfaction, and shows how an organization should focus on increasing satisfaction rather than just reducing stress. It is especially important for managers to stimulate job satisfaction by improving their employees' sense of achievement through making tasks and their objectives clear, as well as giving feedback. Academics and managers alike will find Job Satisfaction a source of new and useful information for understanding and enhancing satisfaction on the job.
Commitment to Work and Job Satisfaction
Author: Bengt FuråkerPublisher: Routledge
ISBN: 1136485228
Category : Business & Economics
Languages : en
Pages : 277
Book Description
People’s work orientations and attitudes to paid work are highly important for the welfare of any country. Still, little is currently known about how such attitudes are distributed among different countries, men and women, classes, occupations, age groups and so on. Even less is known about how work orientations have changed during the dramatic social transformations of economies and labour markets during recent decades. What happened, for example, to work orientations in Iceland when the country went bankrupt? The answer is quite surprising. Or, is it true that work is losing its position in people’s lives in Western world? What is the relationship between people’s attitudes to work and the way they actually behave on the labour market? This timely book deals with these questions – and more – presenting fresh knowledge on changes in work orientations in many countries. It is based on genuine theoretical arguments and thorough empirical studies, using both qualitative and quantitative methods. It is a great source of new knowledge on work orientations and changes in attitudes to work.
Attitudes In and Around Organizations
Author: Arthur P. BriefPublisher: SAGE
ISBN: 9780761900979
Category : Business & Economics
Languages : en
Pages : 286
Book Description
How do the attitudes people bring with them to the workplace-attitudinal baggage-affect thoughts, feelings, and actions in organizations? How are the attitudes of those outside an organization (stockholders, customers, suppliers, government officials, and the public-at-large) affected by the organization? Attitudes In and Around Organizations provides a concise summary of what we know about attitudes and suggests what we might discover by adopting novel means, both conceptual and methodological, for studying attitudes in and around organizations. Arthur P. Brief provides an overview of the job satisfaction literature, including a redefinition of job satisfaction. In addition, he examines the various means by which attitudes have been measured, attitude formation and change, and the resistance of attitudes to change efforts. Groups whose attitudes are organizationally relevant (customers, for example) are examined in order to illustrate how organizations affect the attitudes of people beyond their boundaries and to determine how organizations can influence salient attitudes in their environments. The concluding chapter offers the reader a view of the future and suggests ideas for future research. Students, researchers, consultants, and organizational decision makers will find this a relevant, engaging, and thought-provoking resource.
Measures of Job Satisfaction, Organisational Commitment, Mental Health and Job related Well-being
Author: Chris StridePublisher: John Wiley & Sons
ISBN: 0470723912
Category : Psychology
Languages : en
Pages : 140
Book Description
Promoting the satisfaction, commitment, mental health and well-being of employees is important not only in itself, but also because evidence shows that those who are positive in these respects respond better to change and are more productive. Measures of Job Satisfaction, Organisational Commitment, Mental Health and Job-related Well-being is a unique source of benchmarking data across four widely used questionnaire methods, that provides up-to-date data drawn from 60,000 respondents in 170 organisations across a wide range of industries and occupations. The data is split by sector and occupational group, with the latter broken down further by age and gender, creating a must-have for those using these scales and seeking to benchmark their progress.
The Relationship Between Job Satisfaction and Pay Satisfaction with Organisational Commitment Among Academics in Higher Learning Institutions in Klang Valley
Author: Revati RamakrishnanPublisher:
ISBN:
Category : Job satisfaction
Languages : en
Pages : 132
Book Description
In the last few years, there has been an increase in research conducted which relates to organizational commitment among the various industrial groups. Given the established importance of higher learning institutions (HLIs), it is not arguable/it cannot be denied that academics are one of the most important factors for an HLI to excel and flourish. It is observed that from the extensive research that is conducted, there are limited studies done using academic samples and this is especially so in the Klang Valley. This study is designed to explore the relationship between job satisfaction and pay satisfaction as it relates to organizational commitment among academics of HLIs in Klang Valley. Specifically, this study seeks to study the following: (1) the relationship between job satisfaction and organizational commitment; (2) the relationship between pay satisfaction and organizational commitment; and (3) the difference in pay satisfaction between academics of public and private HLIs. Questionnaires were distributed to 300 participants who were recruited from public and private HLIs. Statistical analyses specifically regression, correlation and independent t-test is used to analyze the findings in the relationship of job satisfaction and pay satisfaction with organizational commitment. The findings show that there is a significant relationship between job satisfaction and organizational commitment (r = 0.605) and between pay satisfaction and organizational commitment (r = 0.630). Results also indicated that the academics from the public institutions have higher pay satisfaction than the academics from private institutions. The results of the study have valuable implications for all involved in the leadership and management of Higher Education Division, college administration and educators themselves because educational organizations, like all other organizations, require constant monitoring to identify areas for possible change and development especially when workplace practices have been increasingly changing since the last few decades. Findings of this study would also be useful to Human Resource managers in determining an employees's worth by the market value of their labour.
Handbook of Employee Commitment
Author: John P. MeyerPublisher: Edward Elgar Publishing
ISBN: 1784711748
Category : Business & Economics
Languages : en
Pages : 564
Book Description
A high level of employee commitment holds particular value for organizations owing to its impact on organizational effectiveness and employee well-being. This Handbook provides an up-to-date review of theory and research pertaining to employee commitment in the workplace, outlining its value for both employers and employees and identifying key factors in its development, maintenance or decline. Including chapters from leading theorists and researchers from around the world, this Handbook presents cumulated and cutting-edge research exploring what commitment is, the different forms it can take, and how it is distinct from related concepts such as employee engagement, work motivation, embeddedness, the psychological contract, and organizational identification.
Culture, Control and Commitment
Author: James R. LincolnPublisher: CUP Archive
ISBN: 9780521428668
Category : Business & Economics
Languages : en
Pages : 308
Book Description