Relationship Among Work-Related Micro-OB Variables

2020 ◽  
pp. 146-160
Author(s):  
Vivek Tiwari ◽  
Surendra Kumar Singh
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Goodness Of Fit ◽  
Present Model ◽  
Job Involvement ◽  
Satisfaction Level ◽  
Research Model ◽  
Work Related ◽  
Path Coefficients ◽  
The Relationship

The present study investigates the nature of job involvement and its impact on executive's satisfaction level in providing motivation finally leading to organizational commitment. A model has been developed which examines the relationship between the measurable constructs. The model explores the relationship between the executive's job involvement level and their outcome with satisfaction level, motivation and organizational Commitment (named ISMC Model). The results indicate there is a goodness-of-fit for the research model, which has been verified with different measures of goodness-of-fit. The path coefficients explained a significant amount of variation along with the identification that job involvement is a significant attribute in the present model. The study examines executive's perceptions and the significance of job involvement. Management specialists will recognize the dynamics of job involvement and its linkage with job satisfaction, motivation and organizational commitment in an organization.

Relationship Among Work-Related Micro-OB Variables

2017 ◽  
pp. 261-275
Author(s):  
Vivek Tiwari ◽  
Surendra Kumar Singh
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Goodness Of Fit ◽  
Present Model ◽  
Job Involvement ◽  
Satisfaction Level ◽  
Research Model ◽  
Work Related ◽  
Path Coefficients ◽  
The Relationship

The present study investigates the nature of job involvement and its impact on executive's satisfaction level in providing motivation finally leading to organizational commitment. A model has been developed which examines the relationship between the measurable constructs. The model explores the relationship between the executive's job involvement level and their outcome with satisfaction level, motivation and organizational Commitment (named ISMC Model). The results indicate there is a goodness-of-fit for the research model, which has been verified with different measures of goodness-of-fit. The path coefficients explained a significant amount of variation along with the identification that job involvement is a significant attribute in the present model. The study examines executive's perceptions and the significance of job involvement. Management specialists will recognize the dynamics of job involvement and its linkage with job satisfaction, motivation and organizational commitment in an organization.

scholarly journals Entrepreneurial attitudes: What are their sources?

2003 ◽  
Vol 6 (1) ◽  
pp. 1-24 ◽  
Author(s):  
R. Van Wyk ◽  
A. B. Boshoff ◽  
C. L. Bester
Keyword(s):  
Job Satisfaction ◽  
Job Involvement ◽  
Self Concept ◽  
Regression Analyses ◽  
Personality Variables ◽  
Work Related ◽  
Entrepreneurial Attitudes ◽  
Entrepreneurial Attitude ◽  
Dependent Variables ◽  
The Relationship

The relationship between Entrepreneurial Attitude Orientations (Robinson, Stimpson, Huefner & Hunt, 1991) and different biographic/demographic, personality and work related variables were investigated. The sample consists of 375 professionals, 200 pharmacists and 175 accountants. The personality variables measured are Type A behaviour, Locus of Control Inventory, Career Orientations and Self-Concept. The work related variables are job satisfaction and job involvement. Some strong relationships were found between entrepreneurial attitudes and personality and work variables. Multiple Regression Analyses also identified strong predictors of the different entrepreneurial attitude dependent variables.

The Bright, Dark, and Unlit Sides of Work Passion

2019 ◽  
pp. 327-356
Author(s):  
Violet T. Ho ◽  
Marina N. Astakhova
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Task Performance ◽  
Business Performance ◽  
Work Attitudes ◽  
Work Related ◽  
And Performance ◽  
Underlying Mechanisms ◽  
The Relationship ◽  
Work Passion

This chapter reviews and integrates published articles that examine passion for one’s work as a direct or indirect predictor of work-related performance (task performance, business performance, and job creativity) and work attitudes (job satisfaction and organizational commitment). A review of the studied underlying mechanisms at play in these relationships is also provided. A summary of what we know and what we do not yet know about the relationship between passion and work attitudes and performance is offered, followed by recommendations for managers who wish to harness performance and attitudinal benefits stemming from work passion.

Role of Occupational Stress to the Relationship between Job Satisfaction and Organizational Commitment

2016 ◽  
Vol 9 (2) ◽  
Author(s):  
Vivek Tiwari ◽  
S. K. Singh
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Occupational Stress ◽  
Satisfaction Level ◽  
The Mind ◽  
The Impact ◽  
The Relationship

Stress, the word whenever strikes the mind is usually interpreted in negative terms though in practice stress as a variable can be a good motivator if present only to a certain level (eustress), but when it crosses that minimum required limit and turns into distress, it may cause an employee loose interest in the job and hence reduce the job satisfaction level and hence may result into a lesser commitment to organization. It may even become such a big de-motivator that can even reduce the energy and zeal of an employee to even work any further. Thus this study is an attempt in finding out the relationship that organizational commitment shares with job satisfaction and the impact that occupational stress has on the relationship.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

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