TITLE

Relationships of Task Performance and Contextual Performance with Turnover, Job Satisfaction, and Affective Commitment

AUTHOR(S)
Van Scotter, James R.
PUB. DATE
March 2000
SOURCE
Human Resource Management Review;Spring2000, Vol. 10 Issue 1, p79
SOURCE TYPE
Academic Journal
DOC. TYPE
Article
ABSTRACT
The effects of task performance and contextual performance on turnover, job satisfaction, and effective organizational commitment were examined for two samples of Air Force mechanics. Supervisor ratings of task performance and contextual performance were obtained in 1992 (N = 419) for one sample and in 1993 for the second sample (N = 991). In both samples, task performance and contextual performance predicted turnover and job satisfaction in 1996. Task performance predicted reenlistment eligibility and promotion eligibility in the 1992 sample, but only reenlistment eligibility in the 1993 sample. Contextual performance only predicted promotion eligibility in the 1992 sample, but predicted both outcomes in the 1993 sample. Results support the distinction between task performance and contextual performance.
ACCESSION #
3453485

 

Related Articles

  • A Meta-Analytic Review of Occupational Commitment: Relations With Person- and Work Related Variables. Kibeom Lee; Carswell, Julie J.; Allen, Natalie J. // Journal of Applied Psychology;Oct2000, Vol. 85 Issue 5, p799 

    Relations between occupational commitment (OC) and several person- and work-related variables were examined meta-analytically (76 samples; across analyses, Ns ranged 746-15,774). Major findings are as follows. First, OC was positively related to job-focused constructs such as job involvement and...

  • Procedural Justice & Organizational Performance. Khan, Saima; Habib, Usman // Abasyn University Journal of Social Sciences;Jan2011, Vol. 4 Issue 1, p36 

    This research article attempts to determine the relationship between the procedural justice as perceived by university's employee and prevailing level of work satisfaction, their turnover intentions, and their degree of trust on their management. The research testifies that there exists: *...

  • Politics and Workplace: An Empirical Examination of the Relationship Between Perceived Organizational Politics and Work Performance. Bodla, Mahmood A.; Danish, Rizwan Q. // South Asian Journal of Management;Jan-Mar2009, Vol. 16 Issue 1, p44 

    Workplace politics is a reality of organizational life and one of the options for those who wish to influence decisions. Its basic objective is to protect and enhance the self-interests of an individual. In earlier literature, organizational politics have been construed in negative terms by...

  • The Moderating Effect of Sales Force Performance on Relationships Involving Antecedents of Turnover. Meneilly, Kevin M.; Russ, Frederick A. // Journal of Personal Selling & Sales Management;Winter92, Vol. 12 Issue 1, p9 

    Although the direct link between performance and turnover is often weak, performance may still play a significant role: as a moderator of relationships involving antecedents of turnover. This study develops and tests hypotheses about performance as a moderator variable in relationships involving...

  • Perceptions of Organizational Politics: A Meta-analysis of Outcomes. Miller, Brian; Rutherford, Matthew; Kolodinsky, Robert // Journal of Business & Psychology;Mar2008, Vol. 22 Issue 3, p209 

    Organizational researchers during the past few decades have increasingly focused on the role of subjective work issues and their impact on important worker-related outcomes. One of the most prominently studied factors, perceptions of organizational politics, has received much recent conceptual...

  • Job Attitudes as Predictor of Employee Turnover among Stayers and Leavers/Hoppers. Shahnawaz, M. G.; Jafri, Hassan // Journal of Management Research (09725814);Dec2009, Vol. 9 Issue 3, p159 

    The present study examines the relationship between job attitudes and employee turnover intentions in two categories of employees, labeled as stayers and leavers. The study aims at exploring how job satisfaction and organizational commitment predict employee turnover intention for stayers and...

  • Structural Determinants of Job Satisfaction and Organizational Commitment in Turnover Models. Gaertner, Stefan; Robinson, J. Mack // Human Resource Management Review;Winter99, Vol. 9 Issue 4, p479 

    Using Mete-Analytical Structural Equation Modeling (SEM), the relationships between structural determinants of job satisfaction and organizational commitment were investigated in the context of contemporary turnover models. Data for this study were obtained from nine empirical studies conducted...

  • WHICH IS THE BETTER PREDICTOR OF EMPLOYEE TURNOVER INTENTIONS: JOB SATISFACTION OR ORGANIZATIONAL COMMITMENT? A LITERATURE REVIEW. Ahmad, Arfat; Ahmad Rainyee, Riyaz // International Journal of Information, Business & Management;Feb2013, Vol. 6 Issue 1, p2 

    Organizational commitment and job satisfaction are widely studies as predictors of employee turnover intentions. Many studies reported significant relationships among job satisfaction, organizational commitment, and turnover intentions. However, the relation between them is still controversial....

  • A Three-Wave Longitudinal Analysis of the Causal Ordering of Satisfaction and Commitment on... Farkas, Arthur J.; Tetrick, Lois E. // Journal of Applied Psychology;Dec89, Vol. 74 Issue 6, p855 

    Assesses the plausibility of an interrelated set of causal relations between job satisfaction and commitment within turnover models using structural equation methodology. Components of organizational commitment; Conceptual distinction between commitment and satisfaction; Determinants of job...

Share

Read the Article

Courtesy of VIRGINIA BEACH PUBLIC LIBRARY AND SYSTEM

Sign out of this library

Other Topics