Work motivation, organisational identification, and well-being in call centre work

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Your Place or Mine? Organizational Identification and Comfort as Mediators of Relationships Between the Managerial Control of Workspace and Employees' Satisfaction and Well-being (2010, background): “…employees’ autonomy have been found to be associated with high levels of psychological discomfort (Briner and Totterdell, 2002; Vischer, 2005) as well as stress and absenteeism (e.g. as reflected in the number of sick days taken by employees; Trades Union Congress, 2001; Wegge et al., 2006).”
Work engagement, burnout and related constructs as predictors of turnover intentions : original research (2010, background): “…of linear relationships between all predictor variables and TIs (Coyne & Ong, 2007; Knudsen et al., 2006; Koyuncu et al., 2006; Leiter et al., 2009; Lingard, 2003; Rothmann & Joubert, 2007; Saks, 2006; Schaufeli & Bakker, 2004; Sims, 2007; Wegge et al., 2006), with the exception of work alienation.”
Individual‐ and group‐level effects of social identification on workplace bullying (2013, background): “Organizational identification is positively associated with health and well-being (eg, Wegge, van Dick, Fisher, Wecking, & Moltzen, 2006 ), presumably because “social support is more likely to be given, received, and interpreted in the spirit in which it is intended to the extent that those who are”