Intention to Leave - Organizational Commitment Relation : Moderating Effect of Job Performance
Previous studies found that organizational commitment inversely related to intention to leave. Above relationship is found to be moderated by job, experience, gender and perfomance. Above findings are found to be significant in specific setting (environment, demographic factors, culture, etc.). So i...
محفوظ في:
| المؤلف الرئيسي: | |
|---|---|
| التنسيق: | أطروحة |
| اللغة: | eng eng |
| منشور في: |
1998
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| الموضوعات: | |
| الوصول للمادة أونلاين: | https://etd.uum.edu.my/604/1/KRISHNARAO_AL_APPLANAIDU_-_Intention_to_Leave_Organizational_Commitment_Relation_-_Moderating_Effect_of_Job_Performance.pdf https://etd.uum.edu.my/604/2/1.KRISHNARAO_AL_APPLANAIDU_-_Intention_to_Leave_Organizational_Commitment_Relation_-_Moderating_Effect_of_Job_Performance.pdf |
| الوسوم: |
إضافة وسم
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الانترنت
https://etd.uum.edu.my/604/1/KRISHNARAO_AL_APPLANAIDU_-_Intention_to_Leave_Organizational_Commitment_Relation_-_Moderating_Effect_of_Job_Performance.pdfhttps://etd.uum.edu.my/604/2/1.KRISHNARAO_AL_APPLANAIDU_-_Intention_to_Leave_Organizational_Commitment_Relation_-_Moderating_Effect_of_Job_Performance.pdf