Incorporating organizational justice, role states, pay satisfaction and supervisor satisfaction in a model of turnover intentions

By James Deconinck, C. Stilwell. 2004

305 citations recorded by the source corpus.

Subfields: Management Information Systems, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/9cdd5fc1b9a819b121ec9b182b4d52a4797604a4

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In Management Information Systems

In Organizational Behavior and Human Resource Management

Citations in the corpus

Leader‐member exchange‐subordinate outcomes relationship: role of voice and justice (2007, background): “There is also evidence in support of distributive justice predicting employee commitment (DeConinck and Stilwell, 2004).”
Work values, job satisfaction and organizational commitment in China (2012, background): “…the role of job satisfaction more deeply, several studies examined the relationships between various individual elements of job satisfaction and organizational commitment, such as satisfaction with job security (Yousef, 1998), and satisfaction with pay and supervision (DeConinck & Stilwell, 2004).”
Individual differences in the relationship between satisfaction with job rewards and job satisfaction (2013, methodology): “A first reason is that it has repeatedly been shown that satisfaction with the rewards one receives affects both turnover intention and affective commitment (De Gieter, De Cooman, Pepermans, & Jegers, 2008; DeConinck & Bachmann, 2005; DeConinck & Stilwell, 2004).”
The Effects of Leader–Member Exchange and Organizational Identification on Performance and Turnover Among Salespeople (2011, methodology): “Turnover intentions was measured using three items developed by DeConinck and Stilwell (2004) (α = 0.82). Affective organizational commitment was measured using the six-item version of the scale developed by Meyer, Allen, and Smith (1993) (α = 0.”
The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study (2008, background): “On theoretical grounds, our study contributed to fill the gap between research devoted to the study of the pay satisfaction-turnover relationship (Currall et al. 2005; Dailey and Kirk 1992; DeConinck and Stilwell 2004; Lum et al. 1998; Motowidlo 1983; Tekleab et al. 2005) and the large stream of r”