Search results for "Personnel Loyalty"
showing 5 items of 5 documents
Psychological Contract Mutuality and Work-related Outcomes: Testing a Mediation Model.
2020
Abstract Psychological contract (PC) describes the labor relationships through the different promises made by the employer towards the employees and the promises made by employees to their employer. PC mutuality is defined as the agreement about whether these promises were actually made. Mutuality is a key element in PC theory. The aim of this study is to test a mediation model of relationships between PC mutuality and work related outcomes, through PC fulfillment. We analyze whether PC mutuality regarding promises made by the employer are significantly related to employees’ affective, attitudinal, and behavioral work-related outcomes, and whether fulfillment of PC promises mediates these r…
Consequences of Job Insecurity and the Moderator Role of Occupational Group
2011
In recent decades, transformations in organizations and the labour market have produced an increase in employee job insecurity. In response to this situation, workers present different negative reactions. However, the intensity of these reactions varies across studies that have investigated the outcomes of job insecurity. One possible explanation for this inconsistency may lie in the influence of other factors, such as the occupational group (Sverke et al., 2002). The aim of this study is to provide additional evidence about the relationship between job insecurity and its outcomes (i.e., life satisfaction, job satisfaction, perceived performance and organizational commitment), and examine t…
Between a Rock and Hard Place: Combined Effects of Authentic Leadership, Organizational Identification, and Team Prototypicality on Managerial Prohib…
2019
AbstractManagers are installed by the organization’s stakeholders and shareholders to increase the organization’s value; at the same time, they depend on their subordinates’ acceptance to fulfill this leadership role. If the interest of the organization collides with the interest of their team, some managers act in the interest of their followers accepting potential disadvantages for their organizations and/or external stakeholders. In two experimental studies comprised mainly of German (N = 111) and US (N = 323) managers, we examined combined effects of authentic leadership, organizational identification, and self-perceived team prototypicality on managerial integrity operationalized as ex…
Do low burnout and high work engagement always go hand in hand? Investigation of the energy and identification dimensions in longitudinal data
2011
The aim of the present 2-year follow-up study among young managers (N=433) was to investigate the intraindividual developmental patterns of burnout and work engagement as well as their interconnections. More specifically, we examined the interconnectedness of the varying patterns (i.e., latent classes) of exhaustion and vigor (i.e., the energy dimension) and cynicism and dedication (i.e., the identification dimension) across time. The latent class solutions supported by the growth mixture modeling indicated four latent classes for exhaustion and five for vigor. In addition, four latent classes were found for cynicism and six for dedication. Cynicism and dedication represented opposites with…
Talent Management, Affective Organizational Commitment and Service Performance in Local Government
2020
Talent management (TM) is a fundamental issue for both private and public sector companies. This study analyzes the impact of TM on service performance (SP) and the mediating role of affective organizational commitment (AOC). We analyze a sample of 104 local government employees with three measures of TM, AOC and SP. The mediation hypothesis of AOC was also raised in the study using Baron and Kenny&rsquo