... The second area in which organizational attention is key is knowledge acquisition and creatio... more ... The second area in which organizational attention is key is knowledge acquisition and creation as discussed by Ocasio (1997), and Yaniv and Elizur (2003). ... Simon (1947) describes organi-zational behavior as a complex network of attentional processes. ...
... the organization (Allen and Meyer, 1996) and also promotes intra-organizational team work and... more ... the organization (Allen and Meyer, 1996) and also promotes intra-organizational team work and citizenship ... free tickets for employees and their families), irrespective of their company ranking. ... It has evolved to encompass a broad range of biological, motivational, cognitive, and ...
ABSTRACT Purpose – The paper's aim is to examine how the relationships between career com... more ABSTRACT Purpose – The paper's aim is to examine how the relationships between career commitment, organizational commitment and intentions to leave, an indicator of worker well-being, were moderated by ease of movement and sector affiliation. Design/methodology/approach – The sample consisted of 340 knowledge workers (107 low-tech, 233 high-tech), that anonymously filled in a structured questionnaire, that included measures of organizational commitment, career commitment, perceived ease of movement, sector affiliation and intention to leave. Findings – Analysis of the questionnaires showed that organizational commitment, unlike career commitment, is related to intentions to leave regardless of other personal or structural considerations. By contrast, ease of movement and sector affiliation moderated the relationship between career commitment and intentions to leave. Practical implications – Understanding the differences between career commitment and organizational commitment, employers, especially in the high-tech sector, should advance employees’ organizational commitment. Originality/value – The intention to leave one's present place of work is a widespread phenomenon, particularly among knowledge workers. Although organizational commitment as an antecedent variable appears in many turnover intention models, career commitment has been investigated much less frequently. The current study attempts to fill this gap.
This study assessed the role of individualism and collectivism in the shaping of personal values ... more This study assessed the role of individualism and collectivism in the shaping of personal values of Canadians, Israelis, and Palestinians. Based on Sagie and Elizur's (1996) multifaceted approach, we distinguished personal values that are individual centered (i.e., associated with one's home, family, or work) from collective-centered values (i.e., associated with the religion, sports, or politics). The magnitude of the difference between both value types differs according to cultural orientation. As compared with Palestinians, we predicted that Canadians and Israelis would rank individual-centered values higher and collective-centered values lower. Data obtained from samples of Palestinians, Israelis, and Canadians supported this hypothesis.
... The second area in which organizational attention is key is knowledge acquisition and creatio... more ... The second area in which organizational attention is key is knowledge acquisition and creation as discussed by Ocasio (1997), and Yaniv and Elizur (2003). ... Simon (1947) describes organi-zational behavior as a complex network of attentional processes. ...
... the organization (Allen and Meyer, 1996) and also promotes intra-organizational team work and... more ... the organization (Allen and Meyer, 1996) and also promotes intra-organizational team work and citizenship ... free tickets for employees and their families), irrespective of their company ranking. ... It has evolved to encompass a broad range of biological, motivational, cognitive, and ...
ABSTRACT Purpose – The paper's aim is to examine how the relationships between career com... more ABSTRACT Purpose – The paper's aim is to examine how the relationships between career commitment, organizational commitment and intentions to leave, an indicator of worker well-being, were moderated by ease of movement and sector affiliation. Design/methodology/approach – The sample consisted of 340 knowledge workers (107 low-tech, 233 high-tech), that anonymously filled in a structured questionnaire, that included measures of organizational commitment, career commitment, perceived ease of movement, sector affiliation and intention to leave. Findings – Analysis of the questionnaires showed that organizational commitment, unlike career commitment, is related to intentions to leave regardless of other personal or structural considerations. By contrast, ease of movement and sector affiliation moderated the relationship between career commitment and intentions to leave. Practical implications – Understanding the differences between career commitment and organizational commitment, employers, especially in the high-tech sector, should advance employees’ organizational commitment. Originality/value – The intention to leave one's present place of work is a widespread phenomenon, particularly among knowledge workers. Although organizational commitment as an antecedent variable appears in many turnover intention models, career commitment has been investigated much less frequently. The current study attempts to fill this gap.
This study assessed the role of individualism and collectivism in the shaping of personal values ... more This study assessed the role of individualism and collectivism in the shaping of personal values of Canadians, Israelis, and Palestinians. Based on Sagie and Elizur's (1996) multifaceted approach, we distinguished personal values that are individual centered (i.e., associated with one's home, family, or work) from collective-centered values (i.e., associated with the religion, sports, or politics). The magnitude of the difference between both value types differs according to cultural orientation. As compared with Palestinians, we predicted that Canadians and Israelis would rank individual-centered values higher and collective-centered values lower. Data obtained from samples of Palestinians, Israelis, and Canadians supported this hypothesis.
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Papers by Eyal Yaniv