Detail Culture and performance appraisal systems: How does this relationship effect organizational commitment, job satisfaction, and turnover intention? Bibliografi Author: Lieb, Pamela Susan ; Blau, Gary J. (Advisor) Topik: BUSINESS ADMINISTRATION; MANAGEMENT|PSYCHOLOGY; INDUSTRIAL Bahasa: (EN )    ISBN: 0-599-58770-9     Penerbit: TEMPLE UNIVERSITY     Tahun Terbit: 1999     Jenis: Theses - Dissertation Fulltext: 9955879.pdf (0.0B; 70 download) Abstract This study investigated the relationship between Organizational Culture (OC) and Performance Appraisal (PA) systems as perceived by working college undergraduate and MBA students. A series of questions were given to 252 MBA and undergraduate students to collect data measuring the students' perception of their organizational culture and performance appraisal system. The initial phase of this study involved a factor analysis of 41 items from the quantitative study. This revealed nine factor dimensions, which were used to develop a new scale of matching OC/PA items. Matches were found on seven of the nine original dimensions. These seven scales were then used to test the general hypothesis that there will be a significant interaction between reciprocal organizational culture/performance appraisal dimensions on the variable outcomes of job satisfaction, organizational commitment and turnover intention. The study went further and examined whether an Organization Culture dimension and its corresponding Performance Appraisal dimension would significantly interact to affect the Outcome Variables of Job Satisfaction, Organizational Commitment, and Turnover Intention. The results of the hypotheses testing revealed that out of the possible forty-nine cases where an interaction could occur, an interaction between Organizational Culture and Performance Appraisal was significant only seven times. A median split on each of the seven interactions was created and protected t-tests performed. Support was found for three of the dimensions, the dimension of Reward for Intrinsic Satisfaction, Aggressive for Affective Commitment and Innovative for Turnover Intention. Not one of the seven dimensions had a significant effect on Continuance, Normative or Total Organizational Commitment, General or Extrinsic Satisfaction. The implications and limitations of these findings are discussed. Opini Anda Klik untuk menuliskan opini Anda tentang koleksi ini! Lihat Sejarah Pengadaan  Konversi Metadata   Kembali

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