Assessing the impact of job involvement on performance

By Paul F. Rotenberry, P. J. Moberg. 2007

181 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/7ac31d89ec16f5e0e274badf85996263f67bd754

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Job involvement, commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus (2014, background): “…through the literature it was evident thatmany of the studies (re)iterated the mantra that highly-job-involved individuals exhibit high levels of organizational commitment and are less likely to quit their organization (e.g., Ineson et al., 2013; Kuruüzüm et al., 2009; Rotenberry & Moberg, 2007).”
The validation of the turnover intention scale (2013, unknown): “These assessments were measured with an adaptation of a nine-item scale (Rotenberry & Moberg, 2007; Williams & Anderson, 1991).”
Work-based identity and work engagement as potential antecedents of task performance and turnover intention: Unravelling a complex relationship (2012, methodology): “Rotenberry and Moberg (2007) reported a Cronbach alpha of .91 for the Task Performance Scale.”
Impact of Job Involvement on In-Role Job Performance and Organizational Citizenship Behaviour (2008, methodology): “Rotenberry and Moberg (2007) also found the same result in their study.”
The influence of organizational commitment on employees’ job performance: The mediating role of job satisfaction (2020, background): “Most studies found a positive relation between organizational commitment and job performance, with higher commitment leads to enhanced performance (Abdul Rashid et al., 2003; Rotenberry & Moberg, 2007; Fu & Deshpande, 2014).”
The influence of family responsibilities, career fields and gender on career success (2008, background): “For objective career success, prior research has revealed positive effects of time and energy devoted to work on income and hierarchical advancement (Mannheim et al., 1997; Rottenberry and Moberg, 2007).”