The role of organizational commitment and job satisfaction in progressive withdrawal behaviors: testing a comprehensive model with integrated methodology

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dc.contributor.authorBaker, W. Kevinen
dc.contributor.committeechairBonham, Thirwall W.en
dc.contributor.committeememberWolfle, Lee M.en
dc.contributor.committeememberCobb, Anthony Terryen
dc.contributor.committeememberMarkham, Steven E.en
dc.contributor.committeememberScott, K. Dowen
dc.contributor.departmentManagementen
dc.date.accessioned2014-03-14T21:19:44Zen
dc.date.adate2007-10-03en
dc.date.available2014-03-14T21:19:44Zen
dc.date.issued1994-04-12en
dc.date.rdate2007-10-03en
dc.date.sdate2007-10-03en
dc.description.abstractThis study examined several competing models for the hypothesized role that organizational commitment and job satisfaction play in withdrawal behaviors. These models were tested against a null or base model from which the other models were nested. The results supported the null model as best describing the process, not the hypothesized model. The null model indicated that there was a progression to withdrawal, and that both organizational commitment and job satisfaction maintain a strong negative impact on turnover. The key variable involved in the withdrawal was commitment, not satisfaction. The reason that the proposed progression model was not supported was due to the fact that neither of these variables were significant predictors of absenteeism. The relationship between organizational commitment and job satisfaction was found to be reciprocal, with commitment having a much stronger influence on satisfaction. This relationship additionally served to enhanced their effects on the withdrawal behaviors. Another finding concerning the antecedents of both organizational commitment and job satisfaction was that need for achievement and motivation had the strongest total effects on both of these variables. This gives support to congruence perspective regarding organizational commitment and the dispositionalists regarding job satisfaction.en
dc.description.degreePh. D.en
dc.format.extentvii, 278 leavesen
dc.format.mediumBTDen
dc.format.mimetypeapplication/pdfen
dc.identifier.otheretd-10032007-171731en
dc.identifier.sourceurlhttp://scholar.lib.vt.edu/theses/available/etd-10032007-171731/en
dc.identifier.urihttp://hdl.handle.net/10919/39562en
dc.language.isoenen
dc.publisherVirginia Techen
dc.relation.haspartLD5655.V856_1994.B3537.pdfen
dc.relation.isformatofOCLC# 31363400en
dc.rightsIn Copyrighten
dc.rights.urihttp://rightsstatements.org/vocab/InC/1.0/en
dc.subject.lccLD5655.V856 1994.B3537en
dc.subject.lcshAbsenteeism (Labor)en
dc.subject.lcshCommitment (Psychology)en
dc.subject.lcshEmployee moraleen
dc.subject.lcshJob satisfactionen
dc.subject.lcshLabor turnoveren
dc.titleThe role of organizational commitment and job satisfaction in progressive withdrawal behaviors: testing a comprehensive model with integrated methodologyen
dc.typeDissertationen
dc.type.dcmitypeTexten
thesis.degree.disciplineManagementen
thesis.degree.grantorVirginia Polytechnic Institute and State Universityen
thesis.degree.leveldoctoralen
thesis.degree.namePh. D.en

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