1996
DOI: 10.1109/17.491268
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A multinational study of work climate, job satisfaction, and the productivity of R&D teams

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Cited by 37 publications
(23 citation statements)
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“…The findings are supported by the work of Keller et al (1996), which found that satisfied employees are more willing to work towards organizational goals than were dissatisfied employees. Therefore, when R&D personnel are motivated by their job, they may aggressively seek out opportunities for learning at work, boosting their sense of professional responsibility and causing them to devote more time to professional development.…”
Section: Discussionsupporting
confidence: 75%
“…The findings are supported by the work of Keller et al (1996), which found that satisfied employees are more willing to work towards organizational goals than were dissatisfied employees. Therefore, when R&D personnel are motivated by their job, they may aggressively seek out opportunities for learning at work, boosting their sense of professional responsibility and causing them to devote more time to professional development.…”
Section: Discussionsupporting
confidence: 75%
“…The result of the structural equation analysis suggests that organizational learning culture is a valid construct in predicting employees' job satisfaction. Additional to research mentioned above, some other researchers found relationships between learning climate and job satisfaction (Mikkelsen, Ogaard & Lovrich, 2000); work climate and job satisfaction (Keller, Julian & Kedia, 1996); workplace learning and job satisfaction (Rowden & Ahmed, 2000) and organizational learning ability and job satisfaction (Chiva & Alegre, 2008). Anderson, C. (1997 …”
Section: Discussionmentioning
confidence: 86%
“…The importance of Work Environment for high technology workers continues to be borne out. Keller, Julian, and Kedia (1996) 1 -2 - Keller et al (1996) studied the effect of a number of variables related to Total Rewards on the performance of 658 industrial and 1033 academic R&D teams in 11 countries, not including the US. Independent variables included the degree of participation and cooperation in the team; the scientific and social importance of the work being performed by the team; and the satisfaction of team members with remuneration, opportunities for advancement, and supervision.…”
Section: Comparisons Of Reward Categoriesmentioning
confidence: 99%