![]() ![]() Multilevel analysis indicated that the extent of teamwork at the company level of analysis moderated the relationship between individual perceptions of supervisor support and job satisfaction. First, it was proposed that supervisor support would be a weaker source of job satisfaction in companies with higher levels of teamworking. Two separate research questions were addressed. The link between teamwork and job satisfaction was investigated in a sample of 48 manufacturing companies comprising 4708 employees. Users should refer to the original published version of the material for the full abstract. No warranty is given about the accuracy of the copy. However, users may print, download, or email articles for individual use. Copyright of Journal of Applied Psychology is the property of American Psychological Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. Results of correlation and regression analyses were generally consistent with predictions made on the basis of the 3-component model and demonstrated that occupational and organizational commitment contribute independently to the prediction of professional activity and work behavior. ![]() Confirmatory factor analyses conducted on data collected from samples of student and registered nurses revealed that the 3 component measures of occupational commitment were distinguishable from one another and from measures of the 3 components of organizational commitment. Measures of affective, continuance, and normative commitment to occupation were developed and used to test hypotheses concerning their differential relations with antecedent and consequence variables. J Allen's (1991) 3-component model of organizational commitment to the domain of occupational commitment. The authors tested the generalizability of J. ![]()
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