Ellen F Jackofsky
Biographic Data
| ID | 5691296 |
|---|---|
| NAME | Ellen F Jackofsky |
| GIVEN NAMES | Ellen F |
| FAMILY NAME | Jackofsky |
| SIGNATURE | JACKOFSKY E F |
| AFFILIATIONS | Southern Methodist University |
| VERIFIED | No |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 19 |
| WORKS AS AUTHOR | 5 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1981 |
| LATEST PUBLICATION YEAR | 1990 |
| H-INDEX | 3 |
Rejoinder to Payne's comment on ‘A longitudinal study of climates’
A longitudinal study of climates
The construct of climate and its relationship to various work outcomes over time was examined. Based on perceptual agreement of various work setting characteristics, collective climates were formed. Climates were traced longitudinally 10 understand the bases of perceptual agreement. Collective climates were shown to (1) vary in stability over time and (2) affect employees' job satisfactions, how they described their leader's behaviour, and intent…
A causal analysis of the impact of job performance on the voluntary turnover process
A model of job turnover that includes job performance as a predictor was presented and tested longitudinally using path analysis. Out of seven hypothesized paths, six were significant and in the predicted direction. The seventh one was significant but in a direction opposite to that predicted
Part‐time versus full‐time employment status differences
Two groups of part‐time employees were compared to full‐time employees on several organizationally relevant reactions and behaviours in order to replicate and extend research on potential employment status differences. After controlling for demographics, it was found that there were mean differences between the groups; however, no evidence was found for differences in how the various groups ‘process’ organizational experience. Based on the result…
Predicting turnover
The predictability of turnover was compared for part‐time versus full‐time workers. This was accomplished using variables (1) that were hypothesized by Mobley (1977) to precede the turnover decision and (2) that have been shown in previous research to be significantly related to turnover. Measures of these variables were assessed via questionnaires following the second month of employment. Turnover was assessed directly from company records for a…
Part‐time versus full‐time employment status differences
Two groups of part‐time employees were compared to full‐time employees on several organizationally relevant reactions and behaviours in order to replicate and extend research on potential employment status differences. After controlling for demographics, it was found that there were mean differences between the groups; however, no evidence was found for differences in how the various groups ‘process’ organizational experience. Based on the result…
Predicting turnover
The predictability of turnover was compared for part‐time versus full‐time workers. This was accomplished using variables (1) that were hypothesized by Mobley (1977) to precede the turnover decision and (2) that have been shown in previous research to be significantly related to turnover. Measures of these variables were assessed via questionnaires following the second month of employment. Turnover was assessed directly from company records for a…
A longitudinal study of climates
The construct of climate and its relationship to various work outcomes over time was examined. Based on perceptual agreement of various work setting characteristics, collective climates were formed. Climates were traced longitudinally 10 understand the bases of perceptual agreement. Collective climates were shown to (1) vary in stability over time and (2) affect employees' job satisfactions, how they described their leader's behaviour, and intent…
A causal analysis of the impact of job performance on the voluntary turnover process
A model of job turnover that includes job performance as a predictor was presented and tested longitudinally using path analysis. Out of seven hypothesized paths, six were significant and in the predicted direction. The seventh one was significant but in a direction opposite to that predicted
Predicting turnover
The predictability of turnover was compared for part‐time versus full‐time workers. This was accomplished using variables (1) that were hypothesized by Mobley (1977) to precede the turnover decision and (2) that have been shown in previous research to be significantly related to turnover. Measures of these variables were assessed via questionnaires following the second month of employment. Turnover was assessed directly from company records for a…
A causal analysis of the impact of job performance on the voluntary turnover process
A model of job turnover that includes job performance as a predictor was presented and tested longitudinally using path analysis. Out of seven hypothesized paths, six were significant and in the predicted direction. The seventh one was significant but in a direction opposite to that predicted
Part‐time versus full‐time employment status differences
Two groups of part‐time employees were compared to full‐time employees on several organizationally relevant reactions and behaviours in order to replicate and extend research on potential employment status differences. After controlling for demographics, it was found that there were mean differences between the groups; however, no evidence was found for differences in how the various groups ‘process’ organizational experience. Based on the result…
A longitudinal study of climates
The construct of climate and its relationship to various work outcomes over time was examined. Based on perceptual agreement of various work setting characteristics, collective climates were formed. Climates were traced longitudinally 10 understand the bases of perceptual agreement. Collective climates were shown to (1) vary in stability over time and (2) affect employees' job satisfactions, how they described their leader's behaviour, and intent…
Rejoinder to Payne's comment on ‘A longitudinal study of climates’
Psychology (5 works) · Computer Science (4 works) · Economics (4 works) · Job Satisfaction and Organizational Behavior (4 works) · Management (4 works) · Social Psychology (4 works) · Social Psychology (4 works) · Demographic economics (3 works) · Mathematics (3 works) · Statistics (3 works)