Commitment and Job Satisfaction as Predictors of Turnover Intentions Among Welfare Workers

By Anat Freund. 2005

273 citations recorded by the source corpus.

Subfields: Demography, General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/99aabbb4683a547ca9f7e53063a2fb3ab4e7e507

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In Demography

In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

The Impact of Career Mentoring and Psychosocial Mentoring on Affective Organizational Commitment, Job Involvement, and Turnover Intention (2013, background): “…mentoring and AOC, job involvement, or turnover intention in the context of the public sector, in IT departments, or in both (for exceptions, see Freund, 2005; Kim & Lee, 2006; Magni & Pennarola, 2008; Pare & Tremblay, 2007; Reid, Allen, et al., 2008; Reid, Riemenschneider, et al., 2008;…”
Keeping Public Child Welfare Workers on the Job (2007, background): “Landsman (2001) considers job satisfaction as a precursor to organizational commitment and occupational commitment, while Freund (2005) considers organizational commitment as a precursor to job satisfaction.”
Does ethical leadership reduce turnover intention? The mediating effects of psychological empowerment and organizational identification (2020, background): “In order to fully understand turnover intention, one must turn to employee attitudes (Freund, 2005; Harter, Schmidt, & Hayes, 2002) and leadership behaviors as its antecedents (Dupre & Day, 2007).”
Talent management, talent mindset competency and job performance: the mediating role of job satisfaction (2015, background): “Job satisfaction and employee commitment have been for a long time deeply researched in organisational behaviour literature (Freund, 2005; Spector, 1997).”
Organizational and Personal Predictors of Teacher Commitment: The Mediating Role of Teacher Efficacy and Identification With School (2008, background): “It has been shown that commitment to one’s work has many positive outcomes, including higher job satisfaction (Bateman, 1984; Freund, 2005), lower turnover rates (Blau & Lunz, 1998; Mobley, 1977), lower absenteeism (Sagie, 1998), and better organizational citizenship behavior (Schappe, 1998).”
Factors influencing healthcare service quality. (2014, unknown): “Good human resource management drives employee satisfaction and loyalty (47,48).”
Job Satisfaction and Organizational Commitment among Employees in the Sultanate of Oman (2010, result): “These finding are supported by earlier researcher who found that job satisfaction was a significant predictor of organizational commitment [11,18-24].”
A model of high performance work practices and turnover intentions (2007, background): “Job satisfaction, employee commitment, and retention strategy Job satisfaction and employee commitment have been for a long time deeply researched in organizational behavior literature (Freund, 2005; Spector, 1997).”
Job Satisfaction and Organizational Commitment of University Teachers in Public Sector of Pakistan (2010, background): “However, other researchers (Busch et al., 1998; Chiu-Yueh, 2000; Feinstein & Vondraek, 2006; Freund, 2005; Mannheim et al., 1997) found that job satisfaction was a significant predictor of organizational commitment.”
Demographic and Psychological Factors Predicting Organizational Commitment among Industrial Workers (2008, background): “However, other researchers (Busch et al., 1998; Chiu-Yueh, 2000; Feinstein and Vondraek, 2006; Freund, 2005; Mannheim et al., 1997) found that job satisfaction was a significant predictor of organizational commitment.”
Retaining Social Workers: The Role of Quality of Work and Psychosocial Safety Climate for Work Engagement, Job Satisfaction, and Organizational Commitment (2019, background): “Job satisfaction has been demonstrated to be important for retention (see, e.g., Freund, 2005; Hellman, 1997; Lambert et al., 2001), and to hold predictive validity for retention beyond the explanation given by organizational commitment (van der Heijden, van Dam, & Hasselhorn, 2009).”
Predicting absenteeism and turnover intentions by past absenteeism and work attitudes: An empirical examination of female employees in long term nursing care facilities (2007, background): “In other words, if job satisfaction were sufficiently low, the employee would develop a behavioral intention to quit the job (Appelbaum et al., 2003; Freund, 2005; Yieth Chen et al., 2004).”