The Relationship of Personal Influence Dissonance to Job Tension, Satisfaction and Involvement.

Hollon, Charles J.; Chesser, R. J.

doi:10.2307/255780

Cited by 27 publications

(10 citation statements)

References 17 publications

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“…This trend is confirmed for the average NSE score, which indicates a steep decline the year the AD policy is introduced (Appendix B, Figure 4). The above trend is in line with labor market studies that report that organizational stress and job satisfaction are inversely related (e.g., Hollon & Chesser, 1976;Miles, 1976). In a similar vein, Cotton et al (2002) link characteristics of student work environment, such as high work pressure, low control and low support, to psychological stress.…”

Section: Trend Analysissupporting

confidence: 74%

The effect of an academic dismissal policy on dropout, graduation rates and student satisfaction. Evidence from the Netherlands

Sneyers

Witte

2015

Studies in Higher Education

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This paper examines the effect of the introduction of an academic dismissal (AD) policy (i.e. an intervention which can lead to compulsory student withdrawal) on student dropout, student graduation rates and satisfaction with the study program. Using a Difference-in-Differences type of estimator, we compare programs that introduced an AD policy with a control group of programs which did not employ an AD policy. The robustness of the results is tested by a propensity score matching. The outcomes suggest that the implementation of an academic dismissal policy results in a higher first year dropout rate, and a higher student graduation rate. The results also indicate that, on average, student satisfaction decreases due to the introduction of an AD policy, while student satisfaction regarding program feasibility increases when an AD policy is employed. JEL-Classification:I21; I22

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Section: Trend Analysissupporting

confidence: 74%

The effect of an academic dismissal policy on dropout, graduation rates and student satisfaction. Evidence from the Netherlands

Sneyers

Witte

2015

Studies in Higher Education

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“…The reliability of the Lodahl and Kejner (1965) measures of job involvement have been evaluated and reported in over 14 studies using parallel forms, test-retest, and internal consistency indices. These assessments reveal reliability estimates ranging from .62 (Jones, James, & Bruni, 1975) to .93 (Hollon & Chesser, 1976). The Lawler and Hall (1970) subscale has demonstrated Cronbach alpha values of .75 (Rabinowitz, Hall, & Goodale, 1977) and .77 (Schmitt, White, Coyle, & Rauschenberger, 1979).…”

Section: Reliability Of Measuresmentioning

confidence: 96%

Concept Redundancy in Organizational Research: The Case of Work Commitment

Morrow¹

1983

The Academy of Management Review

417

372

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A facet design describing the theoretical and empirical interrelationships among five forms of work commitment (Protestant work ethic, career salience, job involvement/work as a central life interest, organizational commitment, and union commitment) is presented. The analysis reveals that these concepts are partially redundant and insufficiently distinct to warrent continued separation. Suggestions for advancing the study of work commitment are rendered. Review, 1983, Vol. 8, No. 3, 486-500. Concept Redundancy in Organizational In order to accomplish these objectives, a research procedure known as facet design (Guttman, 1954;Shapira & Zevulun, 1979) is employed. Facet design is a research methodology that entails, in part, the inductive generation of criteria that reveal similarities and differences among a set of related concepts. The procedure can be used for taxonomy, hypothesis generation, or hypothesis testing purposes and previously has been used to bring order to research areas marked by conceptual chaos-for example,

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“…Higher scores indicated greater job tension. Internal consistency reliability has ranged from the middle .70s to .83, and responses to open-ended questions about job-related worries were reported to be closely related to the index (Hollon & Chesser, 1976;Miller & Salkind, 2002). In the current study, the scale showed good internal consistency (α = .88).…”

Section: Job-related Stressmentioning

confidence: 99%

Intention to Leave a Job: The Role of Individual Factors, Job Tension, and Supervisory Support

Fakunmoju¹,

Woodruff²,

Kim³

et al. 2010

Administration in Social Work

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This study examined the role of individual and organizational factors on intention to leave the job using a sample of 176Maryland-chapter NASW social workers. Using hierarchical regression analysis, it was determined that lower income, higher job tension, and lower supervisory support are related to higher intention to leave. Gender moderates the relation between supervisory support and intention to leave: for women there is a smaller difference in intention to leave for low and high supervisory support, whereas for men low supervisory support leads to much higher intention to leave than high supervisory support. Implications for research and practice are provided.

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The Relationship of Personal Influence Dissonance to Job Tension, Satisfaction and Involvement.

Cited by 27 publications

References 17 publications

The effect of an academic dismissal policy on dropout, graduation rates and student satisfaction. Evidence from the Netherlands

The effect of an academic dismissal policy on dropout, graduation rates and student satisfaction. Evidence from the Netherlands

Concept Redundancy in Organizational Research: The Case of Work Commitment

Intention to Leave a Job: The Role of Individual Factors, Job Tension, and Supervisory Support

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