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Books on the topic 'Employees Job satisfaction. Employees Organizational commitment'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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1

O'Malley, Michael. Creating commitment: How to attract and retain talented employees by building relationships that last. Wiley, 2000.

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2

Stride, Chris. Measures of job satisfaction, organisational commitment, mental health, and job-related well-being: A bench-marking manual. 2nd ed. John Wiley & Sons, 2007.

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3

Stride, Chris. Measures of job satisfaction, organisational commitment, mental health, and job-related well-being: A bench-marking manual. 2nd ed. John Wiley & Sons, 2007.

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4

Pinks, Gregory J. Facilitating organizational commitment through human resource practices. Industrial Relations Centre, Queen's University, 1992.

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5

Phillips, Patricia. Measuring the success of employee engagement: A step-by-step guide for measuring impact and calculating ROI. ATD Press, 2016.

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6

West, Michael A., Fred Zijlstra, Christian Dormann, and Jose M. Peiro. European journal of work and organizational psychology. Psychology Press, 2003.

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7

Royal, Mark. The enemy of engagement: Put an end to workplace frustration--and get the most from your employees. American Management Association, 2012.

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8

Waris, Kyösti. Mental well-being at work: A sign of a healthy organisation and a necessary precondition for organisational development. 2nd ed. Finnish Institute of Occupational Health, 1999.

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9

The employee engagement mindset: The six drivers for tapping into the hidden potential of everyone in your company. McGraw-Hill, 2012.

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10

Lincoln, James R. Culture, control, and commitment: A study of work organization and work attitudes in the United States and Japan. Cambridge University Press, 1990.

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11

Casullo, David. Leading the high energy culture: What the best CEOs do to create an atmosphere where employees flourish. McGraw-Hill, 2012.

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12

Job design and technology: Taylorism vs. anti-Taylorism. Routledge, 1997.

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13

L, Cooper Cary, ed. The fulfilling workplace: The organization's role in achieving individual and organizational health. Gower, 2012.

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14

Tracy, Stephen L. SDDOT organizational health assessment 2000. South Dakota Dept. of Transportation, Office of Research, 2000.

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15

Your future looks bright. Pearson/Prentice Hall Business, 2004.

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16

Requisite organization: The CEO's guide to creative structure and leadership. Cason Hall, 1989.

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17

Jaques, Elliott. Requisite organization: The CEO's guide to creative structure and leadership. Cason Hall, 1992.

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18

Jaques, Elliott. Requisite organization: The CEO's guide to creative structure and leadership. Cason Hall, 1989.

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19

Requisite organization: A total system for effective managerial organization and managerial leadership for the 21st century. 2nd ed. Cason Hall, 1996.

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20

Jaques, Elliott. Requisite organization: A total system for effective managerial organization and managerial leadership for the 21st century. 2nd ed. Cason Hall, 1996.

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21

Management and organisational behaviour. 6th ed. Financial Times Prentice Hall, 2002.

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22

Mullins, Laurie J. Management and organisational behaviour. 4th ed. Pitman, 1996.

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23

Management and organisational behaviour. Pitman, 1985.

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24

Management and organisational behaviour. 3rd ed. Pitman, 1993.

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25

Mullins, Laurie J. Management and organisational behaviour. 3rd ed. Pitman, 1993.

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26

Management and organisational behaviour. 5th ed. Financial Times, 1999.

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27

Mullins, Laurie J. Management and organisational behaviour: Instructor's manual. Pitman, 1995.

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28

Mullins, Laurie J. Management and organisational behaviour. 6th ed. Financial Times/Prentice Hall, 2001.

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29

Management and organisational behaviour. 4th ed. Pitman Publishing, 1996.

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30

Mullins, Laurie J. Management and organisational behaviour. 2nd ed. Pitman, 1989.

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31

Management and organisational behaviour. 2nd ed. Pitman, 1989.

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32

Mullins, Laurie J. Management and organisational behaviour. 2nd ed. Pitman, 1989.

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33

Amit, Gupta, and Indian Institute of Management, Bangalore., eds. Antecedents of met-expectations of newcomers: A longitudinal analysis. Indian Institute of Management, 2002.

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34

Wall, Toby D., Chris Stride, and Nick Catley. Measures of Job Satisfaction, Organisational Commitment, Mental Health and Job Related Well-Being: A Benchmarking Manual. Wiley & Sons, Incorporated, John, 2008.

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35

Measures of Job Satisfaction, Organisational Commitment, Mental Health and Job related Well-being: A Benchmarking Manual. 2nd ed. Wiley-Interscience, 2008.

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36

Stebbins, Sarah J. The influence of community service volunteer work on perceptions of job satisfaction and organizational commitment among Oregon employees of Pacific Northwest Bell. 1989.

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37

Employee Research: How to Increase Employee Involvement Through Consultation (Market Research in Practice). Kogan Page, 2006.

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38

Fields, Martha R. A. Indispensable Employees. Career Press, Inc., 2001.

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39

Culture, Control and Commitment: A Study of Work Organization and Work Attitudes in the United States and Japan. Cambridge University Press, 1992.

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40

Group, Inc Staff Hay, Mark Royal, and Tom Agnew. Enemy of Engagement: Put an End to Workplace Frustration-- And Get the Most from Your Employees. AMACOM, 2011.

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41

Kalleberg, Arne L., and James R. Lincoln. Culture, Control, and Commitment: A Study of Work Organization and Work Attitudes in the United States and Japan (Foundations of Sociology) (Foundations of Sociology). Percheron Press, 2003.

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42

Yusof, Ab Aziz. The human side of human resource management. UUM Press, 2014. http://dx.doi.org/10.32890/9789670474922.

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Human resource is the most valuable asset in an organization as it is managed, operated and run by them.The progress, survival and success of the organization is totally depends on the capabilities and the competitiveness of their HR especially in the era of critical and drastic change.As a result, HR manager has to face a more competitive, uncertain and complex HR expectations, needs and wants in a turbulent business environment.Therefore, his ability in managing HR is becoming more crucial to the success and the survival of the organisation. As HR manager is the key player in running the organisation, it is important for him to ensure a holistic and comprehensive approach, by putting in balance both the human side which is considered as soft HRM and the technical side which is considered as hard HRM, need to be simultaneously taken into consideration.Therefore, managing the human side of human resourceculture, symbols, diversity, humour, emotional intelligence, justice, forgiveness, and spiritualityis believed to be far more complicated than managing the technical side of it. The human side of human resource management treats employees as partners and a source of competitive advantage through their commitment, trust, job satisfaction, loyalty and collaboration.Furthermore, HR is viewed as a proactive rather than passive inputs in executing the task and responsibility.The managers ability in managing the human side of human resource strategically is equally important as managing the technical side as both play significant role in influencing the bottom line of the organisation through their symbiotic relationship.
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43

Mental Well-being at Work: A Sign of a Healthy Organisation and a Necessary Precondition for Organisational Development. University of Turku, 2012.

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44

Lowe, Graham. Creating Healthy Organizations: How Vibrant Workplaces Inspire Employees to Achieve Sustainable Success. Rotman Publishing, Isabella, 2012.

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45

Creating Healthy Organizations: How Vibrant Workplaces Inspire Employees to Achieve Sustainable Success (Rotman-UTP Publishing). Rotman-UTP Publishing, 2010.

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46

Marinescu, Alina Petra. Discursive Dimension of Employee Engagement and Disengagement: Accounts of Keeping and Leaving Jobs in Present-Day Bucharest Organizations. Lang GmbH, Internationaler Verlag der Wissenschaften, Peter, 2017.

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47

Marinescu, Alina Petra. Discursive Dimension of Employee Engagement and Disengagement: Accounts of Keeping and Leaving Jobs in Present-Day Bucharest Organizations. Lang GmbH, Internationaler Verlag der Wissenschaften, Peter, 2017.

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48

Marinescu, Alina Petra. Discursive Dimension of Employee Engagement and Disengagement: Accounts of Keeping and Leaving Jobs in Present-Day Bucharest Organizations. Lang GmbH, Internationaler Verlag der Wissenschaften, Peter, 2016.

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49

Marinescu, Alina Petra. Discursive Dimension of Employee Engagement and Disengagement: Accounts of Keeping and Leaving Jobs in Present-Day Bucharest Organizations. Lang GmbH, Internationaler Verlag der Wissenschaften, Peter, 2017.

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50

Jaques, Elliott. Requisite Organization. 2nd ed. Gower Publishing Ltd, 1997.

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