Personal consequences of employee commitment

Article Abstract:

This study examined the effect of employee commitment on individuals' nonwork and career satisfactions. Data on public employees' attitudes indicated that the individual consequences of employee commitment are positive, supporting the notion that psychological attachment to a work organization yields personal benefits for individuals. These results contradict the notion that people necessarily pay a high personal price for high levels of employee commitment and caution against viewing psychological attachment as a zero-sum phenomenon. (Reprinted by permission of the publisher.)

Employee motivation, Commitment (Psychology)

---

Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes

Article Abstract:

Distributive justice was found to be a more important predictor of two personal outcomes, pay satisfaction and job satisfaction, than procedural justice, whereas the reverse was true for two organizational outcomes - organizational commitment and subordinate's evaluation of supervisor. However, procedural and distributive justice also interacted in predicting organizational outcomes. We discuss limitations of this study and directions for future research. (Reprinted by permission of the publisher.)

Distributive justice

---

On the casual ordering of job satisfaction and organizational commitment

Article Abstract:

Is job satisfaction a determinant of job commitment, or is commitment causally antecedent to job satisfaction? Research replicating earlier longitudinal studies of hospital workers seeks to answer this question , while correcting some measurement errors. The results of the experiment did not support either causal ordering of satisfaction and commitment. Time lag measures of both commitment and satisfaction found a lack of causal effects for both variables.

Analysis, Organizational effectiveness, Employee morale, Employee loyalty

Similar abstracts:

• Abstracts: Managerial perceptions of employee commitment to the organization. Effects of gender on self- and supervisory ratings
• Abstracts: Organizational ecology: findings and implications. Toward a behavioral theory of charismatic leadership in organizational settings
• Abstracts: Organization-client transactions and organizational governance structures. Socialization tactics, self-efficacy, and newcomers' adjustments to organizations
• Abstracts: Social support: its relationship to observed communications with peers and superiors

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.