Commitment Propensity, Organizational Commitment, and Voluntary Turnover: A Longitudinal Study of Organizational Entry Processes
نویسندگان
چکیده
منابع مشابه
Evolution of Commitment during Organizational Entry: a Latent Growth Modeling Approach Operationalizing Longitudinal Change in Commitment
Without a doubt, organizational commitment has become a variable of central interest over the past two decades, due in large part to the demonstrated link between commitment and turnover (Allen & Meyer, 1996; Mathieu & Zajac, 1990; Tett & Meyer, 1993). Over the years, research has demonstrated that commitment is a multidimensional construct (e.g., Allen & Meyer, 1990; Mayer & Schoorman, 1992; O...
متن کاملEffects of team and organizational commitment – A longitudinal study
Retention management, i.e., keeping qualified employees, is a top priority for contemporary organizations. Commitment, and especially team commitment, can be the key to mastering this challenge. There is a lack of longitudinal research concerning the development and the direction of the effects of team commitment over time. In a longitudinal field-study design with three points of measurement, ...
متن کاملPerceived organizational support, organizational commitment and psychological well-being: A longitudinal study
Using longitudinal data (N = 220), we examined the contribution of perceived organizational support and four mindsets of organizational commitment (affective, normative, perceived sacrifice associated with leaving and perceived lack of alternatives) to employee psychological well-being. In order to assess the contribution of support and commitment independently from workplace stressors, we cont...
متن کاملCareer Commitment as a Moderator of the Relationships among Procedural Justice, Perceived Organizational Support, Organizational Commitment, and Turnover Intentions
This study proposed theoretical model for examining the turnover intentions (TI) process using career commitment as a moderator. In the model, TI are directly influenced by organizational commitment (OC) and procedural justice (PJ), while both PJ and perceived organizational support (POS) also influence TI indirectly through the mediation of OC. These causal relationships are moderated by caree...
متن کاملA Longitudinal Examination of the Influence of Mentoring on Organizational Commitment and Turnover
Over 1,000 U.S. Army officers responded to two surveys over a two-year period. Results indicated that mentoring was positively related to affective commitment and continuance commitment and negatively related to “turnover behavior.” The relationship with affective commitment was moderated by the conditions of mentorship (supervisory versus nonsupervisory) but not by the type of mentoring suppor...
متن کاملذخیره در منابع من
با ذخیره ی این منبع در منابع من، دسترسی به آن را برای استفاده های بعدی آسان تر کنید
ژورنال
عنوان ژورنال: Journal of Management
سال: 1992
ISSN: 0149-2063,1557-1211
DOI: 10.1177/014920639201800102