Organizational environment, changing economic conditions, and the effective supervision of technical personnel

Hoyt, James; Gerloff, Edwin A.

doi:10.1016/s1047-8310(99)00014-0

Cited by 35 publications

(19 citation statements)

References 37 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Higginbotham (1997) found a strong correlation between good and fair salaries and the intention to stay in a specific organization. Hoyt and Gerdloff (1999) raise the point that compensation offers an opportunity for autonomy, security, improved self-worth and recognition. However, Brundage and Koziel (2010) point out that a compensation system should focus not only on salary and benefits but also on career development and growth opportunities.…”

Section: Retention Factorsmentioning

confidence: 99%

“…According to Brundage and Koziel (2010), a compensation system that focuses on fair, competitive salary and benefits and career development and growth opportunities has greater potential in retaining valuable human capital. Compensation offers staff an opportunity for autonomy, security, improved self-worth and recognition (Hoyt & Gerdloff, 1999).…”

Section: Theoretical Implicationsmentioning

confidence: 99%

See 1 more Smart Citation

Staff Perception of Leader Emotional Competency as a Predictor of Satisfaction with Retention Factors

Coetzee

Pauw

2013

Journal of Psychology in Africa

View full text Add to dashboard Cite

This study explored whether staff members' perceptions of leaders' emotional competency (measured by the Emotional Competency Profiler) significantly and positively predict their satisfaction with a set of factors highlighted by the research literature as being important in the retention of staff (measured by the Retention Factors Scale). Data were collected from a non-probability purposive sample of staff (n = 158) in an asset management company. Multiple regression analysis was conducted to test the proposed research hypothesis. Our results show that staff perceptions of leaders' emotional competency significantly influence their satisfaction with important retention factors. Organizations need to invest in interventions that enhance their managers' emotional competency.

show abstract

Section: Retention Factorsmentioning

confidence: 99%

Section: Theoretical Implicationsmentioning

confidence: 99%

Staff Perception of Leader Emotional Competency as a Predictor of Satisfaction with Retention Factors

Coetzee

Pauw

2013

Journal of Psychology in Africa

View full text Add to dashboard Cite

show abstract

“…The first factor to be investigated in this study is compensation. Hoyt and Gerdloff (1999) reported that compensation offers an opportunity for security, autonomy, recognition and improvement of self-worth. These increased feeling of self worth and importance should lead to affective commitment (Mathieu, Zajac 1990).…”

Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

“…Information and communication industries should understand that compensation offers an opportunity for security, autonomy, recognition and improved self worth (Hoyt, Gerdloff 1999). The message communicated among the staff must be accurate, consistent and relevant to convince people working in the organizations.…”

Section: Hypothesis H1mentioning

confidence: 99%

Relationship Between Retention Factors and Affective Organisational Commitment Among Knowledge Workers in Malaysia

Ahsan

Fie

Foong

et al. 2013

Journal of Business Economics and Management

View full text Add to dashboard Cite

This research explores the issues that influence affective commitment among knowledge workers in Malaysia. The determinants of affective commitment among knowledge workers that have been examined from the Malaysian knowledge workers' perspective under this study including compensation, career opportunity, training and development, supervisor support, job autonomy, work life policies and skill varieties. A conceptual framework is constructed based on the retention factors and research hypothesis are then developed in order to focus attention on sets of factors that influences affective commitment among knowledge workers in Malaysia. Results of regression analyses revealed that all but supervisor support and skill variety were significant predictors of affective commitment among knowledge workers in Malaysia. Recommendations for future research are presented for industry bodies involved in supporting retention of knowledge workers in Malaysia.

show abstract

“…the scope of diversity, such as specific control systems requirements that vary depending on a number of variables, suggests sensitivity to the propositions within contingency theory (woods 2009). Prior studies have identified task uncertainty as an important contingent factor in r&d units (Brownell 1985;govindarajan 1988;Abernethy & Brownell 1997;omta & de leeuw 1997;hoyt & gerloff 2000). notably, it is 'coping with uncertainty that has directed management accounting contingency researchers' attention to the design parameters of management information system as well as relative importance of financial control strategies vis-a-vis other control mechanisms' (Abernethy and stoelwinder 1991: 106).…”

mentioning

confidence: 99%

Management Control Systems Design of Malaysian Research and Development Units

Kasim¹,

Amiruddin²,

Auzair³

2012

AJAG

View full text Add to dashboard Cite

show abstract

Organizational environment, changing economic conditions, and the effective supervision of technical personnel

Cited by 35 publications

References 37 publications

Staff Perception of Leader Emotional Competency as a Predictor of Satisfaction with Retention Factors

Staff Perception of Leader Emotional Competency as a Predictor of Satisfaction with Retention Factors

Relationship Between Retention Factors and Affective Organisational Commitment Among Knowledge Workers in Malaysia

Management Control Systems Design of Malaysian Research and Development Units

Contact Info

Product

Resources

About