Conceptual Toolbox: Understanding End-of-Chapter Correlations
What are some key end-of-chapter correlations in the conceptual toolbox?
Consider the valuable tools provided by end-of-chapter correlations in understanding relationships between variables.
Key End-of-Chapter Correlations in the Conceptual Toolbox
End-of-chapter correlations are essential tools for understanding the complex dynamics between variables in the workplace. Here are seven important correlations:
1. Performance and Job Satisfaction (.3 positive)
A positive relationship exists between performance and job satisfaction. When employees perform well, they tend to be more satisfied with their job.
2. Commitment and Organizational Citizenship Behavior (.3 positive)
Employees who are committed to an organization are more likely to engage in behaviors that benefit the organization beyond their formal job requirements.
3. Performance and Turnover Intention (.5 negative)
There is a strong negative relationship between performance and turnover intention. High performers are less likely to have intentions of leaving the organization.
4. Commitment and Absenteeism (.5 negative)
High levels of commitment are associated with lower levels of absenteeism. Committed employees are more likely to show up for work consistently.
5. Performance and Organizational Commitment (.3 positive)
High performers tend to have a strong commitment to their organization. Performance and organizational commitment are positively related.
6. Commitment and Job Satisfaction (.3 positive)
Employees who are committed to their organization are more likely to be satisfied with their job. Commitment and job satisfaction have a positive relationship.
7. Performance and Organizational Citizenship Behavior (.5 positive)
High performers are more likely to engage in organizational citizenship behavior, going above and beyond their formal job requirements.
These end-of-chapter correlations provide valuable insights for understanding workplace dynamics and decision-making processes.