Clifford J Mottaz
Biographic Data
| ID | 149407 |
|---|---|
| NAME | Clifford J Mottaz |
| GIVEN NAMES | Clifford J |
| FAMILY NAME | Mottaz |
| SIGNATURE | MOTTAZ C J |
| AFFILIATIONS | University of Wisconsin–River Falls |
| VERIFIED | No |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 123 |
| WORKS AS AUTHOR | 8 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1981 |
| LATEST PUBLICATION YEAR | 1989 |
| H-INDEX | 6 |
An Analysis of the Relationship Between Attitudinal Commitment and Behavioral Commitment
This article is concerned with the relationship between attitudinal and behavioral commitment. The role of work rewards and status characteristics regarding this issue is also considered. Data from 1,385 workers representing a variety of occupational groups suggest that attitudinal and behavioral commitment have strong reciprocal effects. The two-stage least-squares estimates indicate that behavioral commitment is the strongest predictor of attit…
Determinants of Organizational Commitment
Using an exchange perspective based on work rewards and work values, this study is concerned with assessing the relative importance of various influences on organizational commitment. Data from 1385 workers representing a variety of occupations suggests that the model employed explains a large proportion of the variations in this work attribute. Moreover, it appears that work rewards have a strong positive effect on commitment while work values h…
Age and Work Satisfaction
This study is concerned with the relationship between age and overall work satisfaction. Data from 1,385 workers representing a variety of different occupational groups suggest that age has an indirect positive effect on work satisfaction through its relationship to work rewards and values. Two commonly offered explanations of this relationship-cohort and aging-are examined. Overall, the available data provide conditional support for a type of ag…
An Analysis of the Relationship Between Work Satisfaction and Organizational Commitment
This article investigates the interrelationship between individual characteristics, work rewards, work satisfaction, and organizational commitment. Data obtained from 1,385 workers representing a variety of occupational groups are analyzed. Generally, the data suggest that individual characteristics have very little impact on either satisfaction or commitment, while work rewards are found to be better predictors of satisfaction than commitment. M…
An empirical evaluation of models of work satisfaction
The Relative Importance of Intrinsic and Extrinsic Rewards as Determinants of Work Satisfaction
This study investigates the nature and sources of overall work satisfaction in several occupational groups. The effects of three types of work rewards on work satisfaction are assessed. They are: intrinsic task rewards, extrinsic social rewards and extrinsic organizational rewards. Data from 1,385 workers representing five occupational groups suggest that intrinsic rewards followed by extrinsic social rewards, are powerful determinants of satisfa…
Education and Work Satisfaction
This study examines the relationship between education and overall work satisfaction. Data from 1385 workers representing a variety of different occupational groups are analyzed. Basically, the findings indicate that education has an indirect positive effect, but a direct negative effect on overall work satisfaction. More specifically, the data suggests that education may increase work satisfaction by increasing work rewards. Moreover, it appears…
Some Determinants of Work Alienation
This study represents an attempt to examine the nature and sources of self-estrangement in work. The concept is defined using a discrepancy approach. Questionnaire data were collected from 1,313 employees representing seven occupational groups. The results suggest that individual work values interact with perceptions of the work situation to produce different levels of self-estrangement within each occupational group. Furthermore, multiple regres…
Determinants of Organizational Commitment
Using an exchange perspective based on work rewards and work values, this study is concerned with assessing the relative importance of various influences on organizational commitment. Data from 1385 workers representing a variety of occupations suggests that the model employed explains a large proportion of the variations in this work attribute. Moreover, it appears that work rewards have a strong positive effect on commitment while work values h…
The Relative Importance of Intrinsic and Extrinsic Rewards as Determinants of Work Satisfaction
This study investigates the nature and sources of overall work satisfaction in several occupational groups. The effects of three types of work rewards on work satisfaction are assessed. They are: intrinsic task rewards, extrinsic social rewards and extrinsic organizational rewards. Data from 1,385 workers representing five occupational groups suggest that intrinsic rewards followed by extrinsic social rewards, are powerful determinants of satisfa…
Some Determinants of Work Alienation
This study represents an attempt to examine the nature and sources of self-estrangement in work. The concept is defined using a discrepancy approach. Questionnaire data were collected from 1,313 employees representing seven occupational groups. The results suggest that individual work values interact with perceptions of the work situation to produce different levels of self-estrangement within each occupational group. Furthermore, multiple regres…
An Analysis of the Relationship Between Attitudinal Commitment and Behavioral Commitment
This article is concerned with the relationship between attitudinal and behavioral commitment. The role of work rewards and status characteristics regarding this issue is also considered. Data from 1,385 workers representing a variety of occupational groups suggest that attitudinal and behavioral commitment have strong reciprocal effects. The two-stage least-squares estimates indicate that behavioral commitment is the strongest predictor of attit…
Education and Work Satisfaction
This study examines the relationship between education and overall work satisfaction. Data from 1385 workers representing a variety of different occupational groups are analyzed. Basically, the findings indicate that education has an indirect positive effect, but a direct negative effect on overall work satisfaction. More specifically, the data suggests that education may increase work satisfaction by increasing work rewards. Moreover, it appears…
Age and Work Satisfaction
This study is concerned with the relationship between age and overall work satisfaction. Data from 1,385 workers representing a variety of different occupational groups suggest that age has an indirect positive effect on work satisfaction through its relationship to work rewards and values. Two commonly offered explanations of this relationship-cohort and aging-are examined. Overall, the available data provide conditional support for a type of ag…
An Analysis of the Relationship Between Work Satisfaction and Organizational Commitment
This article investigates the interrelationship between individual characteristics, work rewards, work satisfaction, and organizational commitment. Data obtained from 1,385 workers representing a variety of occupational groups are analyzed. Generally, the data suggest that individual characteristics have very little impact on either satisfaction or commitment, while work rewards are found to be better predictors of satisfaction than commitment. M…
Some Determinants of Work Alienation
This study represents an attempt to examine the nature and sources of self-estrangement in work. The concept is defined using a discrepancy approach. Questionnaire data were collected from 1,313 employees representing seven occupational groups. The results suggest that individual work values interact with perceptions of the work situation to produce different levels of self-estrangement within each occupational group. Furthermore, multiple regres…
Education and Work Satisfaction
This study examines the relationship between education and overall work satisfaction. Data from 1385 workers representing a variety of different occupational groups are analyzed. Basically, the findings indicate that education has an indirect positive effect, but a direct negative effect on overall work satisfaction. More specifically, the data suggests that education may increase work satisfaction by increasing work rewards. Moreover, it appears…
The Relative Importance of Intrinsic and Extrinsic Rewards as Determinants of Work Satisfaction
This study investigates the nature and sources of overall work satisfaction in several occupational groups. The effects of three types of work rewards on work satisfaction are assessed. They are: intrinsic task rewards, extrinsic social rewards and extrinsic organizational rewards. Data from 1,385 workers representing five occupational groups suggest that intrinsic rewards followed by extrinsic social rewards, are powerful determinants of satisfa…
An empirical evaluation of models of work satisfaction
Age and Work Satisfaction
This study is concerned with the relationship between age and overall work satisfaction. Data from 1,385 workers representing a variety of different occupational groups suggest that age has an indirect positive effect on work satisfaction through its relationship to work rewards and values. Two commonly offered explanations of this relationship-cohort and aging-are examined. Overall, the available data provide conditional support for a type of ag…
An Analysis of the Relationship Between Work Satisfaction and Organizational Commitment
This article investigates the interrelationship between individual characteristics, work rewards, work satisfaction, and organizational commitment. Data obtained from 1,385 workers representing a variety of occupational groups are analyzed. Generally, the data suggest that individual characteristics have very little impact on either satisfaction or commitment, while work rewards are found to be better predictors of satisfaction than commitment. M…
Determinants of Organizational Commitment
Using an exchange perspective based on work rewards and work values, this study is concerned with assessing the relative importance of various influences on organizational commitment. Data from 1385 workers representing a variety of occupations suggests that the model employed explains a large proportion of the variations in this work attribute. Moreover, it appears that work rewards have a strong positive effect on commitment while work values h…
An Analysis of the Relationship Between Attitudinal Commitment and Behavioral Commitment
This article is concerned with the relationship between attitudinal and behavioral commitment. The role of work rewards and status characteristics regarding this issue is also considered. Data from 1,385 workers representing a variety of occupational groups suggest that attitudinal and behavioral commitment have strong reciprocal effects. The two-stage least-squares estimates indicate that behavioral commitment is the strongest predictor of attit…
Job Satisfaction and Organizational Behavior (8 works) · Psychology (8 works) · Social Psychology (8 works) · Job satisfaction (5 works) · Management Theory and Practice (4 works) · Work (physics) (4 works) · Computer Science (3 works) · Management (3 works) · Mathematics (3 works) · Organizational commitment (3 works)