This study was conducted to investigate the relationship between the perception of the employees of the banks in Gaza, Palestine and the impact of such a perception on their commitment to these banks. Precisely, this study wanted to examine the impact of perceived job satisfaction, perceived job characteristics, perceived organizational characteristics, and role perception on three dimensions o...

Research shows that after layoffs, employees often report decreased commitment and performance which has been coined the survivor syndrome. However, the mechanisms underlying this effect remain underexplored. The purpose of the paper is to show that reduced organizational identification can serve as an explanation for the survivor syndrome. We conducted a laboratory experiment, in which partici...

Background Many organisations have realised the importance of human resource for their competitive advantage. Empowering employees is therefore essential for organisational effectiveness. This study aimed to investigate the relationship between employee participation with outcome variables such as organisational commitment, job satisfaction, perception of justice in an organisation and readines...

At 5:30 p.m. on May 8, 2003, 1,200 employees were at work at the Oklahoma City, Oklahoma, General Motors Production Plant when it was hit by an F4 tornado. Although the plant sustained extensive structural damage none of the employees were injured. The plant's commitment to emergency response planning, the routine practice of those plans through drills, tests, and education, and the smooth impl...

The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS). A meta-analysis indicated that 3 major categories of beneficial treatment received by employees (i.e., fairness, supervisor support, and organizational rewards and favorable job conditions)...

The objectives of this study were, first, to examine domain-specific antecedents of work-life conflict (i.e., job demands and home demands), second, to investigate, turnover intention, job satisfaction and organizational commitment as outcomes of work-life conflict relevant to organizations, and, finally, to study the role of job autonomy as a buffer between work-life conflict and these organiz...

Recent efforts have been made to identify and compare employees with profiles reflecting different combinations of affective (AC), normative (NC), and continuance (CC) organizational commitment. To date, the optimal profiles in terms of employee behavior and well-being have been found to be those in which AC, NC and CC are all strong, or those where AC, or AC and NC, dominate. The poorest outco...

Job insecurity has become an important issue for society and organizations in the last decades due to uncertain economic conditions, global competition, and the advancement of information technology. As job insecurity have detrimental consequences for employees and organizations, it is vital to identify variables that could buffer against the negative effects of job insecurity. In this study, w...

Using a sample of 98 employees working in U.S., India, and China, the study shows that affective and normative commitment are positively related to transformational leadership. Normative commitment is higher in India-China combined than in the U.S. Transformational leadership is positively related to normative commitment in India and China but not in the U.S. and to affective commitment in the ...