This study first examines domain-specific antecedents of work–life conflict (i.e., job demands and home demands); second, it investigates turnover intention, job satisfaction, and organizational commitment as outcomes of work–life conflict relevant to ...
Diagnostic use of the Job Diagnostic Survey (JDS) in a revised and extended version for organizations and employees in the service and administration sectorAbstract. New systematic diagnostic instruments for job analysis are especially needed in the ...
Affective commitment to an organization: Psychometric examination of a German version of the Organizational Commitment Questionnaire (OCQ) of Porter and Smith (1970)Abstract. The aim of this study was to explore the psychometric ...
Assessment of justice in organizations: The validity of a German version of the questionnaire by Colquitt (2001)Abstract. The construct of organizational justice has been investigated in a variety of studies but often by using different instruments ...
Relations between work-related attitudes, well-being, and performance: An organizational-level analysisAbstract. Most studies of the relationship between job satisfaction, other work-related attitudes, and job performance have been done at the level of ...
Influences of social context on individual health complaintsAccording to theoretical concepts of Salancik and Pfeffer (1978) and of Hatfield, Cacioppo, and Rapson (1994), attitudinal and behavioral rules are thought to emerge within work teams as social ...
The Dimensional Approach to Measuring Psychological ContractsAbstract. We introduce the dimensional approach to assessing psychological contracts that is based on the work of McLean-Parks, Kidder and Gallagher (1998), an ...
Summary: We conducted a study to examine the reliability and validity of four dimensions of organizational commitment. Using two samples from various organizations in Belgium (Ns = 216 and 201), we investigated internalization, compliance, and affective ...
Summary: Previous research has identified instrumentality and ideology as important aspects of member attachment to labor unions. The present study evaluated the construct validity of a scale designed to reflect the two dimensions of instrumental and ...
The present study investigates whether work engagement (measured by the Utrecht Work Engagement Scale; UWES) could be empirically separated from job involvement and organizational commitment. In addition, psychometric properties of the Swedish UWES were ...
Employees (N = 170) of a City Hall in Italy were administered a questionnaire measuring collective efficacy (CE), perceptions of context (PoC), and organizational commitment (OC). Two facets of collective efficacy were identified, namely group and ...
This study aimed at exploring the role of the context in shaping collective efficacy beliefs, at both group and organizational level, and their differential relationship with organizational commitment. Employees (N = 1,741) of a multinational financial ...
The primary objective of this study was to determine if academics’ personality traits contribute to their organizational commitment. Three hundred and fifty-six academics from mainland China responded to the Organizational Commitment Inventory (OCI) and ...
Abstract. Gender stereotypes that associate science and technology to men more than women create subtle barriers to women’s advancement in these fields. But how do stereotypic associations, when internalized by women, relate to their own ...
Most research about the effects of leadership on employee work outcomes ignores the fact that the relationship between supervisor and employee is embedded within a group. In this article, we answer the questions what is the effect of group leadership ...
This study among 12,359 employees working in 148 organizations tested the interaction hypothesis of the Job Demands-Resources (JD-R) model. Accordingly, employees endorse most positive work attitudes (task enjoyment and organizational commitment) when job ...
Six hundred and six employees in 33 enterprises (Austria, Germany, Israel, and Italy) that represent different levels of structurally anchored organizational democracy were examined in a multi-method, cross-level study. Based on a typology of democratic ...
Abstract. The purpose of this longitudinal study is to test the association between satisfaction with traditional benefits and perquisites and turnover via the mediating effect of organizational commitment. Data come from a series of electronic surveys ...
Abstract. Person–environment fit is of great importance in organizational behavior research. Drawing from the relations between employees, supervisors, and organizations, this study discusses how the relation ...
Abstract. In this study, we set out to challenge the widely held belief that mistreatment will always lower feelings of organizational commitment. We test this widespread belief by examining the ...