Dimensions of work satisfaction as predictors of commitment type (Измерения удовлетворенности трудом как показатели типа обязательств)

By I. E. Jernigan, Joyce M. Beggs, Gary F. Kohut. 2002

180 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/38c371236303fe4c01aa73f5f97b72b6baea2916

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

A longitudinal test of the job demands-resources model among Australian university academics (2011, background): “For example, Karasek and Theorell’s (1990) demand-control-support model of stress suggests that control moderates the relationship between demands and strain.”
Empirical Study Relations Job Satisfaction, Organizational Commitment, and Turnover Intention (2015, background): “This finding also confirms the results of previous studies of the researchers (Williams & Hazer, 1986; Gaertner, 1999; Jernigan et al, 2002; Mathieu & Zajac, 1990; Lok & Crawford, 2001; Dunham et al, 1994; Somers, 1993; Dougherty , Bluedorn, & Keon, 1985; Clugston, 2000; Gunlu et al, 2010).”
Organizational Commitment and Job Satisfaction (2012, background): “Most of the research has treated job satisfaction as an independent and organizational commitment as a dependent variable (Gaertner, 1999; Jernigan et al., 2002; Lok and Crawford, 2001; Mowday et al., 1982).”
Causal inferences between participation in decision making, task attributes, work effort, rewards, job satisfaction and commitment (2006, background): “Knowing which aspects of work life engender commitment and satisfaction outcomes is necessary if they are to be attained (Jernigan et al., 2002).”
Investigating the relationship between organizational justice, psychological empowerment, job satisfaction, organizational commitment and organizational citizenship behavior: An empirical model (2011, background): “Organizational commitment not only increases the success in a certain role, but also encourages the individual to achieve many voluntary actions necessary for organizational life and to reduce the absenteeism rate, turnover ratio and enhances the organization productivity (Jernigan et al., 2002).”
The moderating effects of organizational culture on the relationships between leadership behaviour and organizational commitment and between organizational commitment and job satisfaction and performance (2009, background): “Many studies across different industries and geographical regions revealed strong correlations between organizational commitment with job satisfaction (Benkhoff, 1997; Caykoylu et al., 2007; Chen, 2007; Iverson and Roy, 1994; Jernigan et al., 2002; Leong et al., 1996; Lok and Crawford, 2001; Mathieu”