Download Employee–Organization Linkages. The Psychology of by Richard T. Mowday PDF

By Richard T. Mowday

This article creates a normal theoretical schema for realizing the habit of people in enterprises

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By Richard T. Mowday

This article creates a normal theoretical schema for realizing the habit of people in enterprises

Show description

Read or Download Employee–Organization Linkages. The Psychology of Commitment, Absenteeism, and Turnover PDF

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Employee–Organization Linkages. The Psychology of Commitment, Absenteeism, and Turnover

This article creates a common theoretical schema for realizing the habit of people in enterprises

Extra resources for Employee–Organization Linkages. The Psychology of Commitment, Absenteeism, and Turnover

Example text

Development of Organizational 46 Commitment variables and develop a conceptual m o d e l that can serve to guide future research on the c o m m i t m e n t process. The discussion of the c o m m i t m e n t process will be divided into three stages: (a) anticipation or p r e - e n t r y and job choice influences on c o m m i t m e n t ; (b) initiation o r the d e v e l o p m e n t of c o m m i t m e n t during the first few m o n t h s of e m p l o y m e n t ; and (c) ent r e n c h m e n t o r the continuing d e v e l o p m e n t of c o m m i t m e n t t h r o u g h mid and late career stages.

Highly c o m m i t t e d e m p l o y e e s by definition are desirous of remaining with the organization and working t o w a r d organizational goals and should h e n c e be less likely to leave. Thus, w e feel it is important to recognize the importance of organizational c o m m i t m e n t , along with other variables, in any c o m p r e h e n s i v e m o d e l of e m p l o y e e turnover. In an effort to e x a m i n e the c o m m i t m e n t - t u r n o v e r relationship, a series of studies has b e e n undertaken to determine the extent to which this relationship holds.

3, t h o u g h m e a n c o m m i t m e n t levels differ significantly across the four organizations studied, n o significant differences in m e a n c o m m i t m e n t levels w e r e found a c r o s s occupational level for the two samples for which data w e r e available. 83) are insignificant. Because of the homogeneity of samples for the other two studies, no occupational differences were available. Details concerning samples and measures are available in Steers (1977a), Steers and Spencer (1977), and Morris and Steers (1980).

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