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Author: Tumpa Dey Publisher: ISBN: Category : Languages : en Pages : 0
Book Description
It has often been argued that positive employer practices reduce the need for unionization and thus have served to undercut union support among employees. In other words, organizations that treat their employees well send them a message that we are ready to meet your needs the same way your union does. Conversely, if the employers fail to fulfill their promises, employees would consider these as breaches and dissolve their emotional bonds with them and try to enhance their bonds with the union in anticipation of redressing these breaches. This view has been presented by way of propositions. Synthesizing the literatures of organizational commitment, union commitment, justice, voice and psychological contract, this conceptual paper explores the role of organizational policies in predicting organizational and union commitment, including a moderator variable. In doing so, the paper has been divided into various sections. The first section deals with a literature review of organizational commitment and union commitment. The second section deals with propositions consolidating the above literature. Whether the commitment is unilateral or dual, HR policies should be guided by this study. This would be the final takeaway from this paper.
Author: Tumpa Dey Publisher: ISBN: Category : Languages : en Pages : 0
Book Description
It has often been argued that positive employer practices reduce the need for unionization and thus have served to undercut union support among employees. In other words, organizations that treat their employees well send them a message that we are ready to meet your needs the same way your union does. Conversely, if the employers fail to fulfill their promises, employees would consider these as breaches and dissolve their emotional bonds with them and try to enhance their bonds with the union in anticipation of redressing these breaches. This view has been presented by way of propositions. Synthesizing the literatures of organizational commitment, union commitment, justice, voice and psychological contract, this conceptual paper explores the role of organizational policies in predicting organizational and union commitment, including a moderator variable. In doing so, the paper has been divided into various sections. The first section deals with a literature review of organizational commitment and union commitment. The second section deals with propositions consolidating the above literature. Whether the commitment is unilateral or dual, HR policies should be guided by this study. This would be the final takeaway from this paper.
Author: John P. Meyer Publisher: 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.
Author: John P. Meyer Publisher: SAGE Publications ISBN: 1452263205 Category : Business & Economics Languages : en Pages : 163
Book Description
What is a committed employee? Are such employees better or worse off than uncommitted employees? What are the organizational advantages and disadvantages of having a committed workforce? This book overviews academic and popular perspectives on commitment in employees. It examines the multiple faces of commitment and the links that have been established between the various forms of commitment and organizational behaviour. In addition, questions concerning individual differences, organizational characteristics, job characteristics and work experiences associated with commitment are explored. The volume concludes with a discussion of what organizations can do to manage commitment effectively, including under difficult circumst
Author: Aaron Cohen Publisher: Psychology Press ISBN: 1135634351 Category : Psychology Languages : en Pages : 357
Book Description
The growing interest in multiple commitments among researchers and practitioners is evinced by the greater attention in the literature to the broader concept of work commitment. This includes specific objects of commitment, such as organization, work group, occupation, the union, and one's job. In the last several years a sizable body of research has accumulated on the multidimensional approach to commitment. This knowledge needs to be marshaled, its strengths highlighted, and its importance, as well as some of its weaknesses made known, with the aim of guiding future research on commitment based on a multidimensional approach. This book's purpose is to summarize this knowledge, as well as to suggest ideas and directions for future research. Most of the book addresses what seems to be the important aspects of commitment by a multidimensional approach: the differences among these forms, the definition and boundaries of commitment foci as part of a multidimensional approach, their interrelationships, and their effect on outcomes, mainly work outcomes. Two chapters concern aspects rarely examined--the relationship of commitment foci to aspects of nonwork domains and cross-cultural aspects of commitment foci--that should be important topics for future research. Addressing innovative focuses of multiple commitments at work, this book: *suggests a provocative and innovative approach on how to conceptualize and understand multiple commitments in the workplace; *provides a thorough and updated review of the existing research on multiple commitments; *analyzes the relationships among commitment forms and how they might affect behavior at work; and *covers topics rarely covered in multiple commitment research and includes all common scales of commitment forms that can assist researchers and practitioners in measuring commitment forms.
Author: Julian Barling Publisher: SAGE ISBN: 1446206610 Category : Business & Economics Languages : en Pages : 777
Book Description
This milestone handbook brings together an impressive collection of international contributions on micro research in organizational behavior. Focusing on core micro organizational behaviour issues, chapters cover key themes such as individual and group behaviour. The SAGE Handbook of Organizational Behavior Volume One provides students and scholars with an insightful and wide reaching survey of the current state of the field and is an indespensible road map to the subject area. The SAGE Handbook of Organizational Behavior Volume Two edited by Stewart R Clegg and Cary L Cooper draws together contributions from leading macro organizational behaviour scholars.
Author: Julian Barling Publisher: New York : Oxford University Press ISBN: 0195073363 Category : Business & Economics Languages : en Pages : 260
Book Description
This work explores three key topics in social psychology: the manner in which labor unions shape organizational behavior, a relationship which has been effectively ignored in the literature; the organization of the union itself, a fascinating test case for the organizational psychologist; and the way in which theories and methods of organizational psychology may assist labor organizations in achieving their goals. Since the union maintains unique characteristics of democracy, conflict, and voluntary participation within a larger organization, the authors offer a detailed study of a union's dynamics, including demographic and personality predictors of membership, voting behavior, union commitment and loyalty, the nature of participation, leadership styles, collective bargaining, among other topics. This is the first book to be published in the new Industrial/Organizational Psychology Series. It will be of interest to not only industrial/organizational psychologists in industry, academia, and private and public organizations, but to graduate students in psychology departments and business schools, and to academics and professionals in business and management studying industrial relations.
Author: Tumpa Dey
Author: Tumpa Dey
Author: John P. Meyer
Author: John P. Meyer
Author: Yŏn-ang Chŏng
Author: Aaron Cohen
Author: Paul Tesluk
Author: Anders Sjöberg
Author: Pamela Denise Mitchell
Author: Julian Barling
Author: Julian Barling