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Today, Firm networks are receiving an increasing attention in China. However, little research examined the relationship of job satisfaction, organizational commitment and efficiency of firm networks, although some previous researches examined them in hierarchy firms, especially lack of empirical investigation. In this paper, 3 latent variables and 21 observed variables are conducted in structural...
The aim of this research is to explore organizational culture and individual-organization fit (I-O Fit) as predictor of job satisfaction and organizational commitment. It's hypothesized that values composing organizational culture: a) are joint in constructs that postpone to some typologies already explored in the studies concerning organizational cultures; b) they behave as stable elements of that...
This study focused on the effects of subordinate-supervisor conscientiousness fit on organizational commitment and job satisfaction, and explored the mediator effect of trust in leadership between subordinate-supervisor conscientiousness fit and outcomes. The results showed that some specific dimensionalities of the subordinate-supervisor conscientiousness fit had significant positive influence to...
The study attempted to explore protective effects of procedural justice on job insecurity and job attitudes of Chinese workers in the face of an impending organizational change. In a large-scale state-owned telecom company and its four subsidiary companies in China where a fundamental organizational change was about to take place, 592 employees were randomly sampled and surveyed. The results of hierarchical...
Person-environment (P-E) fit has long been a focus in organizational research. Previous studies of manufacturing management have ignored a critical factor: the fit between the organization and employees. To address this oversight, this study focuses on organizational culture and person-environment fit and their relationship to organizational commitment and job satisfaction for manufacturing workers...
This study is aimed at work attitudes of part-time employment and full-time employment of retail businesses. The result indicated that internals in part-time employment would be associated with higher job satisfaction and affective organizational commitment than full-time employment. On the contrary, externals in full-time employment would be associated with higher job satisfaction and affective organizational...
Our study is part of an attempt to build up a mixed employment research model addressing the interaction between nonstandard employees and standard employees in the mixed employment work environment. Our initial research model is built up through a two-way analysis of the interaction between the standard and nonstandard employees mainly from three aspects which are job satisfaction, organizational...
This research mainly examines the factors that affect an employee's occupational commitment. Respondents of the questionnaire were all insurance agents, and a total of 246 valid questionnaires were completed. After going through correlation and regression analysis of the collected data, it is implied that insurance agents' affective occupational commitment, is higher than their affective organizational...
Price-Mueller turnover model posits that values moderate the relationship between structural variables and two outcome variables, i.e. job satisfaction and organizational commitment. Using a sample collected from Chinese companies, the study reported in this paper explored the moderating effects. The results suggest that the relationship between structural variables and the two outcomes should not...
Employee turnover is one of the most durable issues in both organizational behavior research and human resource management practice. Although a great deal of employee turnover models has been well established, much of these researches have not considered the differences between occupation groups. In an effort to fill this theoretical gap, the present study attempted to provide an examination of a...
Although a great deal of employee turnover models have been well established, previous study on employee turnover has focused on either organization- or individual-level analysis; no framework exists for simultaneously examining individual variables and organizational characteristics. In an effort to fill this theoretical gap, the present investigation proposed a multilevel model which integrated...
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