Linking Perceived External Prestige and Intentions to Leave the Organization: The Mediating Role of Job Satisfaction and Affective Commitment

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The effects of the perceived external prestige of the organization on employee deviant workplace behavior: The mediating role of job satisfaction (2016, methodology): “Studies researching the effects of perceived external prestige (PEP) on employee attitudes and behaviors have traditionally focused on various organizational outcomes such as job satisfaction (JS), job performance and commitment (Carmeli et al., 2006; Carmeli and Freund, 2009; Çiftçioğlu, 2010a, 201”
To leave or not to leave: the effects of perceptions of organizational justice on employee turnover intention via employee-organization relationship and employee job engagement (2019, methodology): “To measure employee turnover intention, we adopted items from the Intentions to Leave the Organization Scale used in previous research by Carmeli and Freund (2009).”
Fostering innovative behaviour: the importance of employee commitment and organisational citizenship behaviour (2013, background): “An explanation for the absence of a significant relationship may be that innovative behaviour is a construct that measures an individual’s innovative behaviour in the workplace (Scott and Bruce 1994; Janssen 2005; Carmeli and Freund 2009).”