Organizational culture: association with commitment, job satisfaction, propensity to remain, and information sharing in Taiwan

By Jill L. McKinnon, Graeme Harrison, Chee W. Chow, Anne Wu. 2003

264 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/3cab1f2c3fef33bac5a7a43af95b23d7871981cf

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Citations in the corpus

Information sharing and supply chain performance: the role of connectivity and willingness (2007, background): “To summarize, an organization’s technological connectivity together with its cultural willingness to share determine how much useful information will be shared to help the company and the supply chain to succeed (Aldrich, 1979; Barney, 1986; Lee et al., 2000; Montealegre, 2002; Pfeffer and Salancik,”
Organizational Culture and Job Satisfaction: A Review (2014, background): “In the 2000’s the results of a number of researches revealed the clear relation between organizational culture and job satisfaction (Jiang and Klen, 2000; Mckinnon et al., 2003; NavaieWaliser et al., 2004; Rad et al., 2006; Arnold and Spell, 2006; Chang and Lee, 2007; Mansoor and Tayib, 2010).”
Transformational Leadership and Job Satisfaction in the Banking Sector: A Review (2014, background): “Furthermore, studies have shown that in organizations which are flexible and adopt a participative management type, with emphasis in communication and employees’ reward, the latter are more likely to be satisfied, resulting in the organization’s success (Mckinnon et al., 2003).”
Organizational culture as a predictor of job satisfaction: the role of gender and age (2010, background): “Culture has attracted some attention, mostly with regards to the effect that different types of it or its dimensions have on job satisfaction (i.e. Huang and Wu, 2000; Lund, 2003; McKinnon et al., 2003; Odom et al., 1990; Silverthorne, 2004).”
Authentic leadership and organizational culture as drivers of employees’ job satisfaction (2013, background): “In the same way, McKinnon et al. (2003) suggested that respect for people, innovation, and stability had a positive effect on job satisfaction.”
Employee organizational commitment: the influence of cultural and organizational factors in the Australian manufacturing industry (2009, methodology): “McKinnon et al. (2003) found a positive association between respect for people and the level of EOC in a Taiwan organization.”