The purpose o f the present study was to examine the role o f equity theory in the context of the contemporary turnover process. A model was developed and tested with 192 hospital employees using structural equation modeling (SEM)‚ which placed satisfaction and intention to quit as mediators of employee turnover. The results strongly support the present model‚ but also suggest a role for other mediators‚ some of which are suggested for future research. Equity theory (Adams‚ 1963‚ 1965) continues
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satisfied or dissatisfied with their work? What factors primarily contribute to their satisfaction or dissatisfaction? Using my current place of employment‚ I am going to say that I think most people are satisfied with their work. The factors that seem most important are that they enjoy the kind of work they’re doing and they do enjoy the coworkers. I think most of the people I work with would say they don’t love their job but they don’t hate it either. Most of the employees have a strong work ethic
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do in an organization and how their behavior affects the organization’s performance. And because OB is concerned specifically with employment-related situations‚ you should not be surprised that it emphasizes behavior as related to concerns such as jobs‚ work‚ absenteeism‚ employment turnover‚ productivity‚ human performance‚ and management. OB includes the core topics of motivation‚ leader behavior and power‚ interpersonal communication‚ group structure and processes‚ learning‚ attitude development
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What Is Turnover? When employees leave a company and have to be replaced‚ that’s called turnover. A certain amount of turnover is unavoidable‚ but too much can ruin a company. Some employees will always retire‚ move away‚ go back to school‚ or leave the workforce. This level of turnover is not only unavoidable‚ it can be beneficial. It brings new people into the organization with new ideas and a fresh perspective. Types Of Turnover The two general types of turnover are voluntary and involuntary
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work-related environment where employees assumes that themselves or other forces controls their job‚ position‚ or task. (Sprung & Jex‚ 2012). CWB-I is defined as the interpersonal conflict‚ disagreement‚ and poor treatment at work directly linked to their performance; whereas‚ CWB-O refers to as organizational injustice‚ deviance (Lian et al.‚ 2013)‚ and employees perceptions of unfair treatment leading to job dissatisfaction (Hershcovis et al.‚ 2007; Penny & Spector‚ 2005; Sprung & Jex‚ 2012). Work
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This article was downloaded by: [ITAM - Inst Tecn Autonomo de Mexico]‚ [Luis Arciniega] On: 11 February 2013‚ At: 09:06 Publisher: Routledge Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office: Mortimer House‚ 37-41 Mortimer Street‚ London W1T 3JH‚ UK The International Journal of Human Resource Management Publication details‚ including instructions for authors and subscription information: http://www.tandfonline.com/loi/rijh20 The power of goal internalization:
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Comparative analysis of employee motivation system and job design of two private sector companies. Employee Motivation: “Employee motivation is a reflection of the level of energy‚ commitment‚ and creativity that a company’s workers bring to their jobs.” http://www.the-no-sugar-coach.com/employee-motivation-definition.html Why is employee motivation important? You can have a lovely shiny car‚ but it’s worthless if it doesn’t have the power of a great engine behind it. Your employees are
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Research Design The furtherance of the study employed descriptive and explanatory research methods. These research designs enabled the researcher to accomplish his objective in determining the significant effect of intrinsic and extrinsic job satisfaction to OCBI and OCBO. Participants The participants in this study were the full-time regular faculty members of the eight colleges of Holy Angel University. The said units have the following numbers of regular faculty members: College of Arts
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is a pervasive and serious issue resulting in high direct expenditure as well as intangible costs‚ low performance level and job dissatisfaction. Operation department is looking after large numbers of employees: event managers and supervisors‚ administration and operation assistants‚ staff coordinators‚ caterers‚ set up teams‚ cleaners. The problem is not the lack of job applicants: the company receives endless stream of applications. The problem is that the quality employees are hard to keep.
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decisions. Researchers examine the factors that improve an applicant’s chance of receiving an interview or job offer. They also seek to understand how employers screen applicants and what characteristics or behaviors are viewed negatively during the hiring process. Industrial-organizational psychologists also interested in evaluating employee performance. They may create evaluations of job performance and design incentive programs to improve productivity. Measuring and improving employee efficiency
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