Work Reorganization in an Era of Restructuring: Trends in Diffusion and Effects on Employee Welfare

Matching Ethical Work Climate to In-role and Extra-role Behaviors in a Collectivist Work Setting

“…Perhaps more importantly, normative commitment entails a sense of morals based on obligations (Allen and Meyer, 1990) and a norm of reciprocity. An individual exhibits normative commitment because he or she believes it is ''right'' and ''moral'' to reciprocate this behavior to organizations that exhibit concern for employees as a central organizational value (Osterman, 2000). When employees see that they are being cared for, they will internalize their commitment to the organization.…”

Counselor emotional exhaustion and turnover intention in therapeutic communities

“…In the centralized form, employees are not free to make relevant decisions about their work; nearly all decisions must be referred up a bchain of commandQ to supervisors for approval (Hage & Aiken, 1967;Hall, 1963). Participatory structures place significant amounts of decision making in the hands of employees (Hodson, 2001;Osterman, 2000). These participatory forms of organization have been shown to increase job satisfaction (Finlay, Martin, Blum, & Roman, 1995;Mortimer & Lorence, 1995).…”

The effect of high performance work systems on small and medium size enterprises

“…SME employees' commitment and consequently, the extra effort employees are willing to make (High Performance) are only possible under stable working conditions. Otherwise, employees will perceive this situation as a threat and will contribute less (Osterman, 2000).…”