Organisational ethics and employee satisfaction and commitment

By Hian Chye Koh, El’fred Boo. 2004

233 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/d8f2166109a4307f3b8aabcfc67a95031a9b942c

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Demography

1. Muhammad Ahmad
2. Weihui Fu
3. Osman M. Karatepe
4. Wahibur Rokhman
5. A. Grobelna
6. Olusegun A. Olugbade

In Information Systems and Management

1. Muhammad Ahmad
2. Weihui Fu
3. Osman M. Karatepe
4. Wahibur Rokhman

In Organizational Behavior and Human Resource Management

1. Bill Blair
2. S. Su
3. K. Baird
4. Muhammad Ahmad
5. Weihui Fu
6. Osman M. Karatepe
7. Wahibur Rokhman
8. A. Grobelna

Citations in the corpus

• The Effect of Islamic Work Ethics on Work Outcomes (2010, background): “Thus, in turn, this is likely to enhance employee job satisfaction and organizational commitment, and also decrease turnover intention (Koh and Boo, 2004).”
• The Effects of Coworker and Perceived Organizational Support on Hotel Employee Outcomes (2012, background): “Koh and Boo (2004) forcefully argue that similar response rates can be considered high and nonresponse bias may not be a critical problem in empirical studies.”
• Employee organizational commitment: the influence of cultural and organizational factors in the Australian manufacturing industry (2009, background): “…all position levels except level 4 (plant and quality managers).5 Job satisfaction refers to a positive attitude towards one’s job and greater job satisfaction can lead to greater EOC (Johnston et al. 1990; Mannheim et al. 1997; MacKenzie et al. 1998; Lok and Crawford 2001; Koh and Boo 2004).”
• Work ethics: An Islamic prospective (2011, background): “The link between work ethics and job satisfaction, organizational commitment and turnover intention can be explained by the Organizational Justice Theory (Koh and Boo, 2004).”
• The Impact of Emotional Intelligence, Organizational Commitment, and Job Satisfaction on Ethical Behavior of Chinese Employees (2013, background): “Furthermore, previous research has found a strong relationship between ethical climate and organizational commitment (Cullen et al. 2003; Koh and Boo 2004).”