Organizational Commitment and Job Satisfaction among Teachers during Times of Burnout
By Komal Nagar. 2012
218 citations recorded by the source corpus.
Subfields: Human Factors and Ergonomics, Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/cef744deaaf14e3f12239258d690107dc5d09581
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In Human Factors and Ergonomics
In Organizational Behavior and Human Resource Management
In Social Psychology
Citations in the corpus
- Empirical Study Relations Job Satisfaction, Organizational Commitment, and Turnover Intention (2015, background): “Employees with a high sustained commitment find it difficult to leave the organization because of fear of the opportunity cost borne when leaving the organization or because they have little or no alternative opportunities outside the organization (Nagar, 2012).”
- Job Satisfaction, Organizational Commitment, and Turnover Intention of Online Teachers in the K-12 Setting (2016, unknown): “Nagar (2012) asserted “organizational commitment is essential for retaining and attracting well qualified workers as only satisfied and committed workers will be willing to continue their association with the organization and make considerable efforts towards achieving its goals” (p.43).”
- JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT: IS IT IMPORTANT FOR EMPLOYEE PERFORMANCE (2015, background): “Employees with high level of this type of commitment therefore remain a member of the organization because they need it (Nagar, 2012) and Normative Commitment- perceived obligation to remain with the organization have implications for the continuing participation of the individual in the organizatio”