Impacts Organizational Commitment The article‚ “Survivors and Victims‚ a Meta-analytical Review of Fairness and Organizational Commitment after Downsizing” by Dirk Van Dierendonck and Gabriele Jacobs‚ analyzes the effects of downsizing on employee commitment. The authors explain that downsizing has a serious effect on everyone involved‚ including the victims and survivors. Although downsizing provides a short term solution‚ it ultimately results in lowered organizational commitment of survivors. Organizational
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these statuses by classifying individuals based on the extent of their crisis/exploration or commitment. these four statuses of identity are: identity diffusion‚ identity foreclosure‚ identity moratorium‚ and identity achievement. What distinguishes one status from another is how each status is described. Identity diffusion is a status of a person who has not yet experienced a crisis or made any commitment. They are undecided about occupational and ideological choices and they’re not very interested
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competitiveness in global and local economy and leadership can be seen as the essential instrument in achieving the organization strategies and goals‚ the leaders must deal with the dynamic environment and also supported by follower who shows their commitment to the organizational. In facing the fierce
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Essay Topic: “Perceived Organizational Support” (Eisenberger‚ Huntington Hutchinson and Sowa‚ 1986). Perceived Organizational Suppor is a useful concept for managers due to its relationship with important outcomes such as commitment. Generally speaking‚ in today’s competitive environment‚ if organizations want to keep successful and prosperous‚ which needs to learn how to keep employees (Colakoglu et al.‚ 2010). Employees are viewed as one of the most significant dimensions for most organizations
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The current issue and full text archive of this journal is available at www.emeraldinsight.com/0959-6119.htm Effects of disposition on hospitality employee job satisfaction and commitment Paula Silva Department of Management‚ California State University‚ Northridge‚ California‚ USA Abstract Purpose – The main purpose of this paper is to investigate the relationship of job attitudes to personality traits in a hospitality setting. Design/methodology/approach – The author uses a questionnaire
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institution and the commitment it takes to honor such a commitment. In the article‚ “For Better‚ For Worse: Marriage Means Something Different Now‚” author Stephanie Coontz writes about how the institution of marriage has changed over time and encourages us to consider what constitutes a successful marriage. The recipe for a successful marriage has been modeled for me by my parents and grandparents as a lifelong relationship rooted in faith‚ love‚ and an unwavering commitment to the journey. For
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www.hbr.org It’s a psychological dynamic called a “competing commitment‚” and until managers understand how it works and the ways to overcome it‚ they can’t do a thing about change-resistant employees. The Real Reason People Won’t Change by Robert Kegan and Lisa Laskow Lahey Included with this full-text Harvard Business Review article: 50 Article Summary The Idea in Brief—the core idea The Idea in Practice—putting the idea to work 51 The Real Reason People Won’t Change 59 Further Reading
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organizational commitment is very important to businesses today‚ due to the role that employees’ play in providing services to their customer/clients. In this paper‚ I will provide the definition of job satisfaction and organizational commitment and the differences between the two. I will also provide the motivational theory and performance management principles to evaluate the company as a potential employer. Compare the difference between job satisfaction and organizational commitment. Determine
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Sustaining Superior Performance: Commitments and Capabilities Background Competitive advantage necessary‚ but not sufficient Ghemavat study on PIMS data shows convergence of high ROI and low ROI business units‚ over time‚ to mediocre ROI. Some drop in high ROI anticipated due to limited availability of high ROI opportunities. But pace and degree of convergence unexpected – article delves further into assessing reasons behind the rapid loss of competitive advantage
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How would you categorize Kearney’s commitment to the company? How might you change or maintain this commitment? Eugene Kearney is very committed to Old Colony Associates (OCA). Kearney is committed in that he has been with the company for 13 years‚ loves going to work every day and aspires to maintain a higher level management position. However‚ he clearly needs to make improvements to his current level of commitment to OCA. Kearney needs to realize that commitment is the level of loyalty to the organization
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