Causal ordering of stress, satisfaction and commitment, and intention to quit: a structural equations analysis

By A. Elangovan. 2001

352 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/2829b4784047c50773d8d4586716c4017c1e7d64

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Empirical Study Relations Job Satisfaction, Organizational Commitment, and Turnover Intention (2015, background): “Turnover intention or intent to leave organization is oriented attitudes or manifestations of cognitive behavioral decisions to quit (Elangovan, 2001).”
The effects of perceived external prestige, ethical organizational climate, and leader‐member exchange (LMX) quality on employees' commitments and their subsequent attitudes (2011, background): “Therefore, the identification of factors that influence turnover intentions is considered important and to be effective in reducing actual turnover (Allen et al., 2005; Elangovan, 2001; Maertz and Campion, 1998; Zhao et al., 2007).”
The Effects of Ethical Climates on Bullying Behaviour in the Workplace (2009, background): “Elangovan (2001) found that stress had a strong effect on commitment through satisfaction.”
Impact of Rewards and Motivation on Job Satisfaction in Banking Sector of Saudi Arabia (2012, background): “Different studies treated job satisfaction as a predictor of significantbehavioural outcomes, such as determined to leave, turnover, and absenteeism (Elangovan 2001).”
THE REVOLVING DOOR: A CLOSER LOOK AT MAJOR FACTORS IN VOLUNTEERS’ INTENTION TO QUIT (2013, background): “One of the immediate antecedents to volunteer turnover, which is the focus of this study, is volunteers’ intention to quit (Elangovan, 2001).”
Well-being, affective commitment and job satisfaction: influences on turnover intentions in casual dining employees (2020, background): “Finally, several studies have demonstrated that job satisfaction can be a predictor of affective commitment (Elangovan, 2001; Harrison et al., 2006).”
Key influences on special education teachers’ intentions to leave (2017, methodology): “Put another way, studies have not tended to include both satisfaction and commitment in tested turnover models and/or have not adequately examined their antecedents (Elangovan, 2001; Williams and Hazer, 1986; You and Conley, 2015).”
Organizational justice and organizational commitment among South Korean police officers (2012, background): “In a more recent study, Elangovan (2001) used structural equation modeling to show that job satisfaction serves as a mediator between job stress and organizational commitment.”
Organizational Commitment and Job Satisfaction among Teachers during Times of Burnout (2012, background): “In one of the studies, Elangovan (2001) examines the interrelationships between work related stress, job satisfaction, and organizational commitment.”
Effects of Individual and Organizational Factors on Job Satisfaction and Intent to Stay in the Hotel and Restaurant Industry (2010, background): “In fact, job satisfaction has been shown to be a strong predictor of turnover intentions (Allen et al., 2001; Elangovan, 2001) as well as lower levels of absenteeism and lateness (Hulin & Judge, 2003).”
Co‐worker trust as a social catalyst for constructive employee attitudes (2004, background): “Intention to leave is probably the most important predictor of actual turnover and is defined as the strength of an individual's conviction that he or she will stay with or leave the organisation in which she/he is currently employed ( Elangovan, 2001”
Fitting Engagement Into a Nomological Network (2011, background): “A number of studies, including three meta-analyses, have shown that transformational leadership raises follower level of satisfaction and commitment (Dumdum, Lowe, & Avolio, 2002; Fuller, Patterson, Hester, & Stringer, 1996; Lowe, Kroeck, & Sivasubramaniam, 1996), and decreased intentions to leave h”