Commitment in the Workplace: Theory, Research, and Application
What is a committed employee? Are employees who are committed better or worse off than employees who are uncommitted? What are the organizational advantages and disadvantages of having a committed workforce? Commitment in the Workplace provides an overview of academic and popular perspectives on what committed employees look like and how they become committed. The multiple faces of commitment are examined as are the links that have been established between the various forms of commitment and organizational behavior. In addition, questions concerning individual differences, organizational characteristics, and work experiences associated with commitment are explored. The book concludes with a discussion of what organizations can do to manage commitment effectively, including commitment under more difficult circumstances, such as merger/acquisition, downsizing, and relocation. One of the great strengths of the book is that it summarizes the key organizational commitment research in such a way that the research findings can be evaluated for both their scientific merit and their practical value. The primary audience for Commitment in the Workplace includes students in MBA and executive MBA programs, researchers, and students and practitioners in the fields of organizational behavior and industrial psychology.
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Meaning of Commitment
Consequences of Organizational
Development of Organizational Commitment
Managing for Commitment
Multiple Commitments in the Workplace
A Look Back and a Look Ahead
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absence affective commitment Allen antecedents appears approach argued assessed associated attachment attention basis become behavior believe benefits career Chapter concern conducted consequences considerable considered consistent constituencies construct continuance commitment contribute correlated costs decision described discussion domains downsizing employees entities evidence examined example exist expectations experiences extent factors fairness feel Finally findings impact implications important increase individual influence interesting internalization investments involved issue Journal leave less literature mean measures ment Meyer Moreover multiple nature negative normative commitment noted objective obligation occupation organization organizational commitment outcome particular perceived perceptions performance person positively possible potential practices prediction promotion psychological questions ratings reasons recent reflect relevant remain reported role satisfaction Scale situations socialization specific strong studies suggest supervisor tion turnover understanding union values variables various