Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)

/pdf/organizational-commitment-job-satisfaction-and-turnover-1m9aenmhzm.pdf

Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.

This paper introduces the concept of the emotional climate of the workplace and explores how it both shapes and is shaped by the emotions experienced, expressed and redefined by nurses It extracts emotional aspects of an organizational climate framework developed by Litwin and Stringer and examines these with respect to nurse's experiences The primary research was carried out at a general hospital NHS Trust in the East Midlands of the UK using a grounded theory methodology The research methods included semi-structured interviews and observation The themes identified include many of those found by Litwin and Stringer, others which represent variations upon these, and a new set, which, when combined, identify the emotional climate of the organization The findings have confirmed that the "experiment" of using a 33-year-old positivistic framework to investigate aspects of qualitative research has enabled a robust contribution to the conceptual area of emotional climate

Emotion at work: Identifying the emotional climate of night nursing (Эмоции на работе: идентификация эмоционального климата медсестер ночной смены)

The goal of this report is to characterize the small world phenomenon in the patent citations network by analyzing the data of TFT-LCDs patents. The empirical results suggest that the patent citation network can indeed be characterized as ?small world?. Additionally, the patent citation network resembles the power-law connectivity distribution and exhibits preferential connectivity behavior. Furthermore, as a patent with high betweenness centrality is removed from the citation network, 50.6% of the patent knowledge communication will be limited. The result of this analysis will provide a specific way for managers to map their own patent networks and derive insight into the best ways to navigate within such networks.

A small world in the patent citation network

?Innovation counts very much? has been discussed more that thirty years Most scholars consider innovation one of the cores in modern management and strategy There have been many empirical studies on organizational innovation from viewpoint of organizational culture And some studies focus on that from organizational structure This study discusses over the relationships among organizational culture, structure, learning, and innovation The samples in the study come from fourteen financial holding companies in Taiwan The findings are presented in the study Organizational culture has significantly positive impact on organizational learning and innovation Organizational learning has significantly positive influence on organizational innovation

The study of factors impacting on organizational innovation in financial holding company

This research mainly examines the factors that affect an employee's occupational commitment. Respondents of the questionnaire were all insurance agents, and a total of 246 valid questionnaires were completed. After going through correlation and regression analysis of the collected data, it is implied that insurance agents' affective occupational commitment, is higher than their affective organizational commitment. Also, their organizational commitment is positively correlated to their occupational commitment. Meanwhile, the agents' affective occupational commitment is also positively influenced by their job satisfaction. On the other hand, the respondents' job satisfaction has a positive effect on their affective organizational commitment.

Analysis of Factors Affecting Employee's Occupational Commitment

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The study of factors impacting on organizational innovation in financial holding company

Analysis of Factors Affecting Employee's Occupational Commitment