Citations with the tag: EMPLOYEE loyalty -- Research

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  • Small Rewards Make a Big Impact.
     // HR Professional; Oct2012, Vol. 29 Issue 7, p14 

    The article focuses on an incentives study which revealed that although most employees do not expect holiday gifts from their employers in 2012, 61% of employees said even a 25 dollars prepaid card would suffice, and that employers who reward staff during the holiday season will foster loyalty...

  • UNTANGLING EMPLOYEE LOYALTY: A PSYCHOLOGICAL CONTRACT PERSPECTIVE.
    Hart, David W.; Thompson, Jeffery A. // Business Ethics Quarterly; Apr2007, Vol. 17 Issue 2, p297 

    Although business ethicists have theorized frequently about the virtues and vices of employee loyalty, the concept of loyalty remains loosely defined. In this article, we argue that viewing loyalty as a cognitive phenomenon--an attitude that resides in the mind of the individual--helps to...

  • Expired Contracts.
    Wilcox, John // Training & Development Journal; Aug88, Vol. 42 Issue 8, p11 

    Focuses on employees' lack of company loyalty. Transitions in the nature of the employment contract; Suggestion that training and development can play a significant role in enhancing employee commitment and morale; Trend toward contracts with no long-term commitment on the part of employers and...

  • Executive Briefing.
    Thompson, Robert W. // HR Magazine; Jun99, Vol. 44 Issue 6, p10 

    Reports on several surveys related to personnel management. Survey on the compensation of chief executive officers by William M. Mercer Inc.; Survey on workplace diversity by the Center for Women Policy Studies; Study on work commitment by Aon Consulting Inc.

  • Personal Characteristics and Job Satisfaction as Predictors of Organizational Commitment: An Empirical Investigation.
    Mahanta, Monoshree // South Asian Journal of Management; Oct-Dec2012, Vol. 19 Issue 4, p46 

    The main objective of this study was to assess the level of employee commitment in selected industries in Assam and to empirically identify the correlates and predictors of organizational commitment. The sample comprised of 120 employees belonging to the service sector and one manufacturing...

  • An Empirical Investigation of Brand Loyalty Behavior among Hotel Employees in Northern Malaysia.
    Salleh, Salniza Md.; Hussin, Zolkafli; Pangil, Faizuniah; Hasan, Hasnizam; Mokhtar, Sany Sanuri; Shaari, Hasnizam // International Journal of Business & Social Science; Feb2013, Vol. 4 Issue 2, p138 

    Employee brand loyalty is essential to all organizations as it could translate into high organizational performance. In order to encourage employees to exhibit loyalty behavior, it has been argued that organizations need to create an environment that is perceived as positive for performance. As...

  • Incentive Winners: CSR Doesn't Matter, the Destination Does.
    Hall, Alison // Association Meetings Exclusive Insight; 3/23/2012, p1 

    The article discusses a study conducted by the Site International Foundation and the Incentive Travel Council of the Incentive Marketing Association. It was found that nearly 9 in 10 incentive attendees indicated that earning a travel award made them feel appreciated. Seventy-three percent...

  • The Relationship Between Job Satisfaction, Affective Commitment, Organizational Learning Climate and Corporate Performance.
    Budihardjo, Andreas // GSTF Business Review; Jun2013, Vol. 2 Issue 4, p58 

    Facing today's business fierce competition, companies have to adopt an organizational learning climate as this kind of climate enhances employees to share knowledge continuously to achieve their best performance. Apart from their competence- in line with literature- managers have to be...

  • Measuring the Influence of Dispositional Characteristics and Motivational Factors on Employee Loyalty among Teachers at Private Islamic Schools in Kelantan, Malaysia.
    Mustapha, Noraani; Abidin, Mohd. Zaki Zainal; Saufi, Suraini // International Review of Social Sciences & Humanities; Jul2013, Vol. 5 Issue 2, p127 

    Employee retention that mirrors employee loyalty is an important measure of an organization's job environment and the quality of its management. Loyal employees represent a cost savings over recruiting and training new workers, and loyal employees can be incredible assets to a growing company....

  • Employee pinged $50k for flagrant disloyalty.
    BROWN, BRANDON // NZ Business; Nov2013, Vol. 27 Issue 10, p62 

    The article discusses how disloyal staff in New Zealand can violate their employment agreements by competing with their employer before they even leave their work. It presents the Employment Relations Authority (ERA) case Zeald NZ Ltd. v. Bernard to discuss the topic. It cites the country's...

  • UNDERSTANDING THE IMPACT OF EMPLOYEE INVOLVEMENT ON ORGANIZATIONAL PRODUCTIVITY: THE MODERATING ROLE OF ORGANIZATIONAL COMMITMENT.
    Phipps, Simone T. A.; Prieto, Leon C.; Ndinguri, Erastus N. // Journal of Organizational Culture, Communications & Conflict; 2013, Vol. 17 Issue 2, p107 

    Organizational culture plays an important role in the growth and development of an organization, and can substantially impact organizational performance. There are many elements that can reflect the "soul" of an organization's culture, and one such element is the extent to which employees are...

  • The Influence of Interpersonal Trust and Organizational Commitment on Perceived Organizational Performance.
    Bakiev, Erlan // Journal of Applied Economics & Business Research;  

    This study aims to examine the influence of organizational social capital and organizational citizenship behavior on perceived organizational performance. Interpersonal trust is accepted as an attribute of organizational social capital and organizational commitment is considered as a dimension...

  • A CROSS-LEVEL ANALYSIS OF DEMOGRAPHIC FAULTLINES AND DIVERSITY CLIMATE ON JOB DEDICATION.
    Bakiev, Erlan // Academy of Management Annual Meeting Proceedings; 2011, p1 

    The article presents a study on the influences of diversity climate and demographic faultline strength on the job dedication of employees. The researchers found that faultline strength significantly reduced job dedication in work areas that feature negative diversity climate. They also proposed...

  • Empirical Study on the Impacts of Psychological Commitment on Employee's Engagement in NHK Manufacturing Company in Malaysia.
    Arunasalam, Vitiashini A/P; Mahdi, Omar Rabeea; Almsafir, Mahmoud Khalid // Journal of Advanced Social Research; Sep2012, Vol. 2 Issue 7, p329 

    This paper attempts to investigate the impact that will be occurring of psychological commitment on employee engagement. Psychological commitment is assumed as individual's identification with and involvement in the organization whether the employee will still work with the current organization...

  • Proactive Personality and Intent to Remain with an Organization: Understanding Factors Affecting Retention of Israeli Employees.
    Prabhu, Veena P. // Journal of Management Policy & Practice; 2013, Vol. 14 Issue 4, p11 

    This study examined the factors that affect retention of proactive employees. Data was collected from employees in Israel and the results supported the mediating effect of three factors--organizational commitment, perceived organizational support and managerial communication in the relationship...

  • A STUDY ON EMPLOYEE ENGAGEMENT ACTIVITIES AT EFD.
    KANIMOZHI.R // International Journal of Research in Commerce, IT & Management; Aug2013, Vol. 3 Issue 8, p55 

    Employee Engagement activities is one of the major criterion to know about the success of any organization whether it is a small or big one. The study on the employee engagement activities at EFD -- eFunds Corporation (P) Ltd, explores the expectations of the associates to get entertained by...

  • Retailers aim to smash employees' five-finger discounts.
    Occhipinti, Christina // Fairfield County Business Journal; 1/16/2006, Vol. 45 Issue 3, p21 

    The article presents a survey on corruption among the employees in the retail business in the United States. The University of Florida and Jack L. Hayes International Inc. have conducted the survey. The 17th Annual Retail Theft Survey by Jack L. Hayes International Inc. revealed that in 2004 one...

  • Employee Loyalty Slipping Worldwide; Respect, Work-Life Balance Are Top Engagers.
    Brotherton, Phaedra // T+D; Feb2012, Vol. 66 Issue 2, p24 

    The article reports on international survey of employees by the global human resource firm Mercer LLC which suggests that employees are considering leaving their companies at higher rate. The survey also collected data on the factors which engaged employees with organizations and promoted...

  • Ética y conciliación: los retos del buen empleador.
    Villafañe, Justo // Capital Humano; ene2013, Vol. 26 Issue 272, p52 

    No abstract available.

  • PERSONALO MOKYMAS(IS) - BESIMOKANÄŒIOS ORGANIZACIJOS KŪRIMO(SI) PRIELAIDA (aukÅ¡tos kvalifikacijos specialistų reikalaujančios įmonÄ—s atvejis).
    Merkys, Linas; Šlapšienė, Oksana // Studies in Modern Society; 2013, Vol. 4 Issue 1, p43 

    The aim of this paper is to show the influence of training employees on the creation of a learning organization. The paper is relevant because of the absence of a universally recognised definition characterizing a learning organization. Different authors prefer different definitions of learning...

  • HOW INTERNAL MARKETING CAN CULTIVATE PSYCHOLOGICAL EMPOWERMENT AND ENHANCE EMPLOYEE PERFORMANCE.
    QING YAO; RONG CHEN; GUOLIANG CAI // Social Behavior & Personality: An International Journal; 2013, Vol. 41 Issue 4, p529 

    We examined the impact of psychological empowerment on employee loyalty, satisfaction, and task performance with survey data from 617 employees of a petrochemical company in China. Results based on a structural equation model showed that psychological empowerment had a significant positive...

  • The Synergic Effects of Human, Social and Psychological Capital on Hotel Employee Performance and Organizational Commitment.
    TIAN Xizhou; ZUO Xiaoyan // Tourism Tribune / Lvyou Xuekan; 2013, Vol. 28 Issue 11, p118 

    Human capital, social capital and psychological capital (PsyCap) are three types of assets often considered in human resource management for building the competition strength of organizations. PsyCap can be viewed as "who you are" and "what you can become" in terms of positive development, and...

  • Workplace Bullying and Intention to Leave: The Moderating Effect of the Organizational Commitment.
    Rasool, Faheem; Arzu, Farah; Hasan, Ali; Rafi, Arslan; Kashif, Abdul Rauf // Information Management & Business Review; Apr2013, Vol. 5 Issue 4, p175 

    The main reasoning of this study is to figure out the relations among workplace bullying and turnover intention of the employee treating organization commitment as a moderating variable. Workplace bullying have a positive impact on intention to leave which reveals the widespread impact that...

  • Leisure Time Management: A New Approach toward Employees Loyalty.
    Tabarsa, Gholam Ali; Tehrani, Maryam; Lotfi, Nima; Ahadian, Mona; Baniasadi, Azadeh; Tabarsa, Elaheh // Journal of Management & Strategy; Aug2013, Vol. 4 Issue 3, p65 

    This study deals with clarifying the effect of leisure time management on employees' loyalty and to develop a Structural Equation Model (SEM) for leisure time management vs. employee loyalty. Therefore the study addresses the main components involving in leisure time management, organizational...

  • The Relationships Among Beliefs, Organizational Position, and Whistle-Blowing Status: A Discriminant Analysis.
    Miceli, Marcia Parmerlee; Near, Janet P. // Academy of Management Journal; Dec84, Vol. 27 Issue 4, p687 

    Survey data from a random sample of 8,500 employees were examined to determine whether persons who report perceived organizational wrongdoing differ from other employees as to their beliefs about organizational conditions and their organizational positions. Distinct profiles of whistle-blowers,...

  • Institutionalization of ethics and its consequences: a survey of marketing professionals.
    Singhapakdi, Anusorn; Vitell, Scott J. // Journal of the Academy of Marketing Science; Summer2007, Vol. 35 Issue 2, p284 

    Because of increasing ethical problems in business, organizations have tried to control these problems by institutionalizing ethics, such as by creating new ethics positions and formulating codes of ethics. In this study, the authors develop a scale for measuring the institutionalization of...

  • The Kuwaiti Manager: Work Values and Orientations.
    Ali, Abbas J.; Al-Kazemi, Ali // Journal of Business Ethics; Aug2005 Part 1, Vol. 60 Issue 1, p63 

    Work values and the loyalty (commitment to hard work, profession, and principles) of 762 managers in Kuwait were investigated. The results indicated that managers scored high on work values and loyalty. Furthermore, there was a high positive correlation between the two measures. Demographic and...

  • The Relationships Among Beliefs, Organizational Position, and Whistle-Blowing Status: A Discriminant Analysis.
    Miceli, Marcia Parmerlee; Near, Janet P. // Academy of Management Journal; Dec1984, Vol. 27 Issue 4, p687 

    Survey data from a random sample of 8,500 employees were examined to determine whether persons who report perceived organizational wrongdoing differ from other employees as to their beliefs about organizational conditions and their organizational positions. Distinct profiles of whistle-blowers,...

  • Sex and Position as Predictors of Organizational Commitment.
    Bruning, Nealia S.; Snyder, Robert A. // Academy of Management Journal; Sep83, Vol. 26 Issue 3, p485 

    The present study empirically examines sex and position as predictors of organizational commitment for 583 employees of social service organizations. The results of simple correlational and multiple hierarchical regression analyses found that, contrary to previous research, neither sex nor...

  • Organizational Commitment and Marketing.
    Hunt, Shelby D.; Chonko, Lawrence B.; Wood, Van R. // Journal of Marketing; Winter85, Vol. 49 Issue 1, p112 

    The concept of commitment as a dimension of marketers' job performance has received little attention in the marketing literature. This article develops a commitment model, conducts a partial test of the model, and empirically examines the organizational commitment of over 900 marketing...

  • Executive Commentary.
    Doyle, Joseph // Academy of Management Executive; Aug94, Vol. 8 Issue 3, p89 

    The article presents a commentary on the article "The Leadership Mystique," by Manfred F. R. Kets de Vries. The author contends that the dichotomy between leaders and followers has less relevance in a work setting dominated by highly educated professionals. He says faced with marginal leadership...

  • PERCEIVED RISK AND ORGANIZATIONAL COMMITMENT: THE MODERATING ROLE OF ORGANIZATIONAL TRUST.
    XIAO-PING LIU; ZHONG-MING WANG // Social Behavior & Personality: An International Journal; 2013, Vol. 41 Issue 2, p229 

    Perceived risk in employment and organizational trust were integrated into the development of organizational commitment, based on key factors in the social exchange process. The results show that perceived risk in employment correlated negatively with organizational trust and organizational...

  • Shrinking Employees Turnover Intention by applying Tools of Job Embeddedness (Used as a Mediator).
    Khattak, Faiz Ullah; Hussain, Amjad; Mehmood, Qaiser; Mumtaz, Aamir; Rehman, Ijaz Ur; Rehman, Kashif Ur // Information Management & Business Review; Jul2012, Vol. 4 Issue 7, p370 

    The current research study examined the association among the HRM practices through job embeddedness (as a mediator) and employee turnover intentions. In this study, the researchers used new construct i.e. job embeddedness to explore its mediating impact on the relationship between employee...

  • To stay or not to stay: retention of Asian international faculty in STEM fields.
    Lawrence, Janet; Celis, Sergio; Kim, Hee; Lipson, Sarah; Tong, Ximeng // Higher Education; May2014, Vol. 67 Issue 5, p511 

    The present study identifies characteristics of individuals and work settings that influence Asian international faculty members' intentions to continue their employment in US research universities. Given the demand for researchers in science, technology, engineering and mathematics fields...

  • Explaining The role of Human Resource Excellence on Staff Organizational Commitment: An Emphasis on Enabler Processes.
    Khabare, Kobra; Mirkamali, Sayed-Mohammad; Pourkarimi, Javad; Mazari, Ebrahim // International Journal of Social Sciences & Education; 2014 Special Issue, Vol. 4, p83 

    The present study aimed to explain the role of human resource excellence on staff organizational commitment of SAIPA car manufacturing company. The methodology is survey correlational that using structure equation modeling (SEM). Using Cochrun formula and stratified sampling with proportional...

  • SPIRITUALITY-LEADERSHIP-COMMITMENT RELATIONSHIPS IN THE WORKPLACE: AN EXPLORATORY ASSESSMENT.
    SANDERS, III, JOSEPH E.; HOPKINS, WILLIE E.; GEROY, GARY D. // Academy of Management Proceedings; 2004, pA1 

    The relationship between spirituality, leadership, and organizational commitment was assessed using a sample of 225 non-managerial employees working for an independent, not-for- profit hospital. Using structural equation modeling techniques, we found significant causal relationships between...

  • RESEARCH NOTES. ORGANIZATIONAL COMMITMENT: A COMPARISON OF AMERICAN, JAPANESE, AND KOREAN EMPLOYEES.
    Luthans, Fred; McCaul, Harriette S.; Dodd, Nancy G. // Academy of Management Journal; Mar1985, Vol. 28 Issue 1, p213 

    The article discusses a study pertaining to the compared levels of organizational commitment among U.S., Japanese, and Korean employees. Organizational commitment in this context refers to the relative strength of an individual's identification with and involvement in a particular organization....

  • Individual Exploration to Organizational Commitment or Withdrawal.
    Stumpf, Stephen A.; Hartman, Karen // Academy of Management Journal; Jun84, Vol. 27 Issue 2, p308 

    The organizational commitment or withdrawal process was investigated for a sample of 85 individuals using a longitudinal research design and path analysis. Career exploration activity two months prior to entry predicted organizational entry and socialization variables, which in turn predicted...

  • Sources and Outcomes of Stress in Organizational Settings: Toward the Development of a Structural Model.
    Parasuraman, Saroj; Alutto, Joseph A. // Academy of Management Journal; Jun84, Vol. 27 Issue 2, p330 

    An integrated structural model of stress in organizations was developed and tested through path analysis. Results provided qualified support for the causal assumptions underlying the model. Role frustration and short lead times were found to be potent stressors. Felt stress and low...

  • Dimensions of Organizational Commitment.
    Gouldner, Helen P. // Administrative Science Quarterly; Mar1960, Vol. 4 Issue 4, p468 

    The author reports on a factor analytic study which distinguishes different dimensions of organizational commitment among the members of a voluntary association. Among the forms of organizational commitment studied were: cosmopolitan integration--the degree to which the individual is active in...

  • THE RELATIONSHIP OF INTERNAL AND EXTERNAL COMMITMENT FOCI TO OBJECTIVE JOB PERFORMANCE MEASURES.
    Siders, Mark A.; George, Gerard; Dharwadkar, Ravi // Academy of Management Journal; Jun2001, Vol. 44 Issue 3, p570 

    Prior research reports of a weak commitment-performance relationship can be attributed to inconsistency in conceptualization and measurement of the constructs. In this study, the authors differentially relate attitudinal commitment to internal (organization and supervisor) and external...

  • Cusp Catastrophe Model of Employee Turnover.
    Sheridan, John E.; Abelson, Michael A. // Academy of Management Journal; Sep83, Vol. 26 Issue 3, p418 

    A cusp catastrophe model is developed to explain job turnover of nursing employees. The temporal dynamics of the catastrophe model suggest that leavers experience lower organization commitment than do stayers prior to termination. Leavers' perceptions of job tension and commitment appear to...

  • A Longitudinal Analysis of the Antecedents of Organizational Commitment.
    Bateman, Thomas S.; Strasser, Stephen // Academy of Management Journal; Mar1984, Vol. 27 Issue 1, p95 

    From longitudinal data from 129 nursing department employees, organizational commitment was found to be antecedent to job satisfaction rather than an outcome of it. Furthermore, several other variables were found to be causally related to satisfaction but not commitment. Implications of...

  • WHY PEOPLE STAY: USING JOB EMBEDDEDNESS TO PREDICT VOLUNTARY TURNOVER.
    Mitchell, Terence R.; Holtom, Brooks C.; Lee, Thomas W.; Sablynski, Chris J.; Erez, Miriam // Academy of Management Journal; Dec2001, Vol. 44 Issue 6, p1102 

    A new construct, entitled 'job embeddedness,' is introduced. It includes individuals' (1) links to other people, teams, and groups, (2) perceptions of their fit with job, organization, and community, and (3) what they say they would have to sacrifice if they left their jobs. We developed a...

  • Exit, Voice, Loyalty, and Neglect as Responses to Job Dissatisfaction: A Multidimensional Scaling Study.
    Farrell, Dan // Academy of Management Journal; Dec1983, Vol. 26 Issue 4, p596 

    This study focuses on workers' responses to job dissatisfaction. It is suggested that four theoretical categories--exit, voice, loyalty, and neglect-characterize a diverse group of more specific behaviors (e.g., turnover, absenteeism, lateness, talking to supervisor, requesting a transfer). A...

  • The Effects of Departmental Demography on Turnover: The Case of a University.
    McCain, Bruce E.; O'Reilly, Charles; Pfeffer, Jeffrey // Academy of Management Journal; Dec1983, Vol. 26 Issue 4, p626 

    The argument developed here is that turnover or exit behavior is, in part, a characteristic of the demography of the social system itself. University academic departments with a dominant cohort and those with substantial gaps among cohorts were found to be characterized by increased rates of...

  • Toward a Theory of Career Motivation.
    London, Manuel // Academy of Management Review; Oct83, Vol. 8 Issue 4, p620 

    Career motivation is viewed as a multidimensional construct. Components consist of individual characteristics (career identity, career insight, and career resilience domains) and corresponding career decisions and behaviors. Relationships among these components and relevant situational...

  • Owing Loyalty to One's Employer.
    Pfeiffer, Raymond S. // Journal of Business Ethics;  

    Neither employer expectations of loyalty, nor good treatment of employees by employers, nor employee appreciation of employers, nor the duty of nonmaleficence, nor the intention to be loyal, nor the duty not to act disloyally provide a basis for a moral or ethical duty of employee loyalty....

  • Task Specialization and Organizational Commitment: An Empirical Examination Among Blue-Collar Workers.
    Jamal, Muhammad // Academy of Management Proceedings (00650668); 1974, p38 

    The present study was undertaken to examine empirically the proposition that specialization in jobs negatively affects the organizational commitment of industrial blue-collar workers. The field work for this study was done among 550 production workers in 6 companies in Vancouver, British...

  • CONSEQUENCES FOR MANAGERS OF USING SINGLE INFLUENCE TACTICS AND COMBINATIONS OF TACTICS.
    Falbe, Cecilia M; Yukl, Gary // Academy of Management Journal; Aug1992, Vol. 35 Issue 3, p638 

    The study involved analyses of incidents described from the perspective of the targets of influence attempts. We coded influence behavior in the incidents into nine tactics and classified outcomes as commitment, compliance, or resistance. Hypotheses were developed to explain the outcome of each...

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