Mowday / Porter / Steers Employee-Organization Linkages

The Psychology of Commitment, Absenteeism, and Turnover
1. Auflage 2013
ISBN: 978-1-4832-6739-5
Verlag: Elsevier Science & Techn.
Format: PDF
Kopierschutz: 1 - PDF Watermark

E-Book, Englisch, 264 Seiten, Web PDF

Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover summarizes the theory and research on employee-organization linkages, including the processes through which employees become linked to work organizations, the quality of such linkages, and how linkages are weakened or severed. The text identifies the determinants of employee commitment, absenteeism, and turnover, as well as their consequences for the individual, work groups, and the larger organization. The book also presents conceptual models on how employees become committed to, decide to be absent from, and decide to leave their organizations. Human resource practitioners, managers, employers, and industrial psychologists will find the book very informative and insightful.

Autoren/Hrsg.

Mowday, Richard T.

Porter, Lyman W.

Steers, Richard M.

Warr, Peter

Inhaltsverzeichnis

1;Front Cover;1
2;Employee–Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover;4
3;Copyright Page;5
4;Table of Contents;6
5;Preface;10
6;Chapter 1. Employee–Organization Linkages: An Introduction
;12
6.1;Importance of Employee–Organization Linkages
;14
6.2;Impact of Societal Changes on Employee–Organization Linkages
;18
6.3;Implications of Reduced Employee–Organization Linkages
;24
6.4;Plan of the Book;28
7;Chapter 2. Nature of Organizational Commitment;30
7.1;Definition of Organizational Commitment;31
7.2;Antecedents of Organizational Commitment;39
7.3;Consequences of Organizational Commitment;46
7.4;Summary;53
8;Chapter 3. Development of Organizational Commitment;56
8.1;Development of Organizational Commitment: A Conceptual Framework;57
8.2;Anticipation: Pre-employment and Job Choice Influences on Commitment;59
8.3;Initiation: Early Employment Influences on Organizational Commitment;66
8.4;Entrenchment: Continuing Commitment to Organizations;76
8.5;Longitudinal Studies of the Commitment Process;78
8.6;Organizational Commitment: A Future Research Agenda;82
8.7;Summary;84
9;Chapter 4. Determinants of Employee Absenteeism;86
9.1;Extent and Cost of Absenteeism;87
9.2;Relationship between Absenteeism and Turnover;89
9.3;Measuring Employee Absenteeism;91
9.4;A Model of Employee Attendance;93
9.5;Employee Absenteeism: A Future Research Agenda;113
9.6;Summary;116
10;Chapter 5. Determinants of Employee Turnover;118
10.1;Extent of Turnover;119
10.2;Measuring Employee Turnover;120
10.3;Previous Research on Employee Turnover;121
10.4;A Model of Voluntary Employee Turnover;134
10.5;Employee Turnover: A Future Research Agenda;142
10.6;Summary;144
11;Chapter 6. Consequences of Employee Commitment, Turnover, and Absenteeism;146
11.1;Consequences of Employee Commitment;148
11.2;Consequences of Employee Turnover;153
11.3;Consequences of Employee Absenteeism;168
11.4;Consequences of Employee–Organization Linkages: A Future
Research Agenda;177
11.5;Summary;178
12;Chapter 7. Accommodating the Participation–Withdrawal Decision: A
Cognitive Analysis;180
12.1;Attitudinal Consequences of Decisions to Stay or Leave;182
12.2;Interpreting the Causes of Turnover Behavior;195
12.3;Cognitive Accommodation of the Participation Decision: A Future Research Agenda;209
12.4;Summary;213
13;Chapter 8. Conclusion: An Agenda for Managers;214
13.1;Nature of Employee–Organization Linkages
;214
13.2;Issues for Management;217
13.3;Approaches Available to Managers to Strengthen Linkages;221
13.4;Summary;227
14;Appendix: The Measurement of Organizational Commitment;230
14.1;Means and Standard Deviations;232
14.2;Internal Consistency Reliability;233
14.3;Test–Retest Reliability
;235
14.4;Evidence of Convergent Validity;235
14.5;Evidence of Discriminant Validity;237
14.6;Norms;237
14.7;Summary;238
15;References;242
16;Author Index;256
17;Subject Index;262