Examining the interconnection of job satisfaction and organizational commitment: an application of the bivariate probit model

By Bruce A. Rayton. 2006

191 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/0951d8175511ba0a22b3333937d1b0048779626f

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Work values, job satisfaction and organizational commitment in China (2012, methodology): “( 2005 ), Yu and Egri ( 2005 ), and Rayton ( 2006 ), respectively, and amended to fit the specific needs of this study.”
Employee organizational commitment: the influence of cultural and organizational factors in the Australian manufacturing industry (2009, background): “This is consistent with Rayton (2006) suggesting that clear job expectations enhance EOC.”
The Influence of Organizational Justice and Job Satisfaction on Organizational Commitment in Portugal’s Hotel Industry (2015, background): “Job satisfaction has been studied both as an antecedent to and as an outcome of organizational commitment (Bateman and Strasser 1984; Rayton 2006; Vandenberg and Lance 1992).”
Knowledge workers: what keeps them committed; what turns them away (2007, background): “This stems 121 from the belief that organizations must adopt strategies that enhance employees’ commitment if they are to be competitive in a globalized world (Porter, 1990; Rayton, 2006; Walton, 1985; Womack et al., 1991).”
Work satisfaction, organizational commitment and withdrawal behaviours. (2007, background): “Examples of attitudes that are influenced by HRM practices are organizational commitment and job satisfaction (Meyer, 1997; Edgar and Geare, 2005; Rayton, 2006).”
Predictors of organizational commitment in India: strategic HR roles, organizational learning capability and psychological empowerment (2007, background): “More recently studies have focused on the interconnection of job satisfaction and organizational commitment; interconnection between values, performance management, job satisfaction and organizational commitment (Rayton, 2006; Rosete, 2006), the influence of culture and organizational commitment on ”
Relationships among Emotional and Material Rewards, Job Satisfaction, Burnout, Affective Commitment, Job Performance, and Turnover Intention in the Hotel Industry (2020, background): “Factors directly affecting job satisfaction can be classified into two categories: factors pertaining to the relationship between the company and its employees such as salary, management environment, and career opportunities (Rayton, 2006), and factors among employees, such as relationships with col”
Hotel managers’ perceived diversity climate and job satisfaction: The mediating effects of role ambiguity and conflict (2013, unknown): “Satisfaction with pay, perceived supervisor support, and career opportunities have also been shown to affect job satisfaction (Rayton, 2006).”
Understanding the influence of polychronicity on job satisfaction and turnover intention: a study of non-supervisory hotel employees. (2012, background): “Rayton (2006) using this scale reported that satisfaction with pay, the perceived supervisor support, and career opportunities were significant predictors of employee job satisfaction.”
Core values – the entrance to human satisfaction and commitment (2012, background): “employees (Wirtz, Heracleous, & Pangarkar, 2008; Slåtten, Svensson, & Sväri, 2011) parallel with increasing number of research results documenting a positive interrelationship between work outcomes and employee satisfaction and commitment (Carmeli & Freund, 2004; Rayton, 2006; Hellen & Sääksjärvi, 2”