Employee—Organization Linkages: The Psychology of Commitment, Absenteeism, and TurnoverAcademic Press, 17 sep 2013 - 264 pagina's 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. |
Inhoudsopgave
| 1 | |
| 19 | |
Chapter 3 Development of Organizational Commitment | 45 |
Chapter 4 Determinants of Employee Absenteeism | 75 |
Chapter 5 Determinants of Employee Turnover | 107 |
Chapter 6 Consequences of Employee Commitment Turnover and Absenteeism | 135 |
A
Cognitive Analysis | 169 |
An Agenda for Managers | 203 |
The Measurement of Organizational Commitment | 219 |
| 231 | |
| 245 | |
| 251 | |
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Veelvoorkomende woorden en zinsdelen
absence addition Agenda item alternative job attendance motivation attitudinal commitment attribution attribution theory behavioral commitment beliefs causes of turnover chapter co-workers cognitive cognitively distort consequences of turnover consistent convergent validity correlations Crampon cross-validate decision discriminant validity discussed dissatisfied dissonance early employment period effects employee commitment employee linkages employee turnover employee-organization linkages employee's environment example F-ratio factors findings goals identified impact implications important increase individual influence involvement job attitudes job choice job performance job satisfaction job situation justification leave the organization leavers level of analysis levels of commitment managers McDade measures membership Middle East Airlines Mobley Moreover Muchinsky negative consequences nonwork norms Organizational Behavior organizational commitment participation decision particular perceived positive potential predicted psychological reduced related to commitment relationship remaining employees result rewards role Salancik sample self-concept social Staw studies suggested supervisors Terborg tion turnover and absenteeism variables