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</style><div role="note" class="hatnote navigation-not-searchable">For general motivation, see <a href="Motivation" title="Motivation">Motivation</a>.</div>

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</style><table class="sidebar sidebar-collapse nomobile nowraplinks hlist"><tbody><tr><td class="sidebar-pretitle">Part of a series on</td></tr><tr><th class="sidebar-title-with-pretitle" style="padding-top:0.2em;background:#ccccff;"><a href="Psychology" title="Psychology">Psychology</a></th></tr><tr><td class="sidebar-image" style="padding-bottom:0;padding:0.8em;"><span class="skin-invert" typeof="mw:File"></span></td></tr><tr><td class="sidebar-above" style="display:block; margin-bottom:0.35em;">

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<p>In <a href="Organizational_behavior" title="Organizational behavior">organizational behavior</a> and <a href="Industrial_and_organizational_psychology" title="Industrial and organizational psychology">industrial and organizational psychology</a>, <b>organizational commitment</b> is an individual's <a href="Psychology" title="Psychology">psychological</a> attachment to the <a href="Organization" title="Organization">organization</a>. Organizational scientists have also developed many nuanced definitions of organizational commitment, and numerous scales to measure them. Exemplary of this work is Meyer and Allen's model of commitment, which was developed to integrate numerous definitions of commitment that had been proliferated in the literature. Meyer and Allen's model has also been critiqued because the model is not consistent with empirical findings. It may also not be fully applicable in domains such as customer behavior. There has also been debate surrounding what Meyers and Allen's model was trying to achieve.

</p><p>The basis behind many of these studies was to find ways to improve how workers feel about their jobs so that these workers would become more committed to their organizations.

</p><p>Organizational commitment predicts work variables such as <a href="Turnover_(employment)" class="mw-redirect" title="Turnover (employment)">turnover</a>, <a href="Organizational_citizenship_behavior" title="Organizational citizenship behavior">organizational citizenship behavior</a>, and <a href="Job_performance" title="Job performance">job performance</a>. Some of the factors such as role stress, empowerment, job insecurity and <a href="Employability" title="Employability">employability</a>, and distribution of <a href="Leadership" title="Leadership">leadership</a> have been shown to be connected to a worker's sense of organizational commitment.

</p>

<div class="mw-heading mw-heading2"><h2 id="Model_of_commitment">Model of commitment</h2></div>

<p>Meyer and Allen's (1991) three-component model of commitment was created to argue that commitment has three different components that correspond with different psychological states. Meyer and Allen created this model for two reasons: first "aid in the interpretation of existing research" and second "to serve as a framework for future research".<sup id="cite_ref-Meyer2007_1-0" class="reference"><a href="#cite_note-Meyer2007-1"><span class="cite-bracket">[</span>1<span class="cite-bracket">]</span></a></sup> Their study was based mainly around previous studies of organizational commitment.

</p><p>Meyer and Allen's research indicated that there are three "mind sets" which can characterize an employee's commitment to the organization. Mercurio (2015) extended this model by reviewing the empirical and theoretical studies on organizational commitment. Mercurio posits that emotional, or affective commitment is the core essence of organizational commitment.<sup id="cite_ref-Mercurio_389–414_2-0" class="reference"><a href="#cite_note-Mercurio_389–414-2"><span class="cite-bracket">[</span>2<span class="cite-bracket">]</span></a></sup>

</p>

<div class="mw-heading mw-heading3"><h3 id="Affective_commitment">Affective commitment</h3></div>

<p>Affective Commitment is defined as the employee's positive emotional attachment to the organization. Meyer and Allen pegged AC as the "desire" component of organizational commitment. An employee who is affectively committed strongly identifies with the goals of the organization and desires to remain a part of the organization. This employee commits to the organization because they "want to".

</p><p>This commitment can be influenced by many different demographic characteristics: age, tenure, sex, and education but these influences are neither strong nor consistent. The problem with these characteristics is that while they can be seen, they cannot be clearly defined. Meyer and Allen gave this example that "positive relationships between tenure and commitment maybe due to tenure-related differences in job status and quality"<sup id="cite_ref-Meyer2007_1-1" class="reference"><a href="#cite_note-Meyer2007-1"><span class="cite-bracket">[</span>1<span class="cite-bracket">]</span></a></sup> In developing this concept, Meyer and Allen drew largely on Mowday, Porter, and Steers's (2006)<sup id="cite_ref-3" class="reference"><a href="#cite_note-3"><span class="cite-bracket">[</span>3<span class="cite-bracket">]</span></a></sup> concept of commitment, which in turn drew on earlier work by Kanter (1968).<sup id="cite_ref-4" class="reference"><a href="#cite_note-4"><span class="cite-bracket">[</span>4<span class="cite-bracket">]</span></a></sup> Mercurio (2015) stated that..."affective commitment was found to be an enduring, demonstrably indispensable, and central characteristic of organizational commitment".<sup id="cite_ref-Mercurio_389–414_2-1" class="reference"><a href="#cite_note-Mercurio_389–414-2"><span class="cite-bracket">[</span>2<span class="cite-bracket">]</span></a></sup>

</p>

<div class="mw-heading mw-heading3"><h3 id="Continuance_commitment">Continuance commitment</h3></div>

<p>Continuance commitment is the "need" component or the gains versus losses of working in an organization.

</p><p>"Side bets", or investments, are the gains and losses that may occur should an individual stay or leave an organization. An individual may commit to the organization because he/she perceives a high cost of losing organizational membership (cf. Becker's 1960 "side bet theory").<sup id="cite_ref-5" class="reference"><a href="#cite_note-5"><span class="cite-bracket">[</span>5<span class="cite-bracket">]</span></a></sup>

</p><p>Things like <a href="Economic_cost" title="Economic cost">economic costs</a> (such as pension accruals) and social costs (friendship ties with co-workers) would be costs of losing organizational membership. But an individual doesn't see the positive costs as enough to stay with an organization they must also take into account the availability of alternatives (such as another organization), disrupt personal relationships, and other "side bets" that would be incurred from leaving their organization. The problem with this is that these "side bets" don't occur at once but that they "accumulate with age and tenure".<sup id="cite_ref-Meyer2007_1-2" class="reference"><a href="#cite_note-Meyer2007-1"><span class="cite-bracket">[</span>1<span class="cite-bracket">]</span></a></sup>

</p>

<div class="mw-heading mw-heading3"><h3 id="Normative_commitment">Normative commitment</h3></div>

<p>The individual commits to and remains with an organization because of feelings of obligation, the last component of organizational commitment. These feelings may derive from a strain on an individual before and after joining an organization. For example, the organization may have invested resources in training an employee who then feels a 'moral' obligation to put forth effort on the job and stay with the organization to 'repay the debt.' It may also reflect an internalized norm, developed before the person joins the organization through family or other socialization processes, that one should be loyal to one's organization. The employee stays with the organization because he/she "ought to". But generally if an individual invest a great deal they will receive "advanced rewards".

</p><p>Normative commitment is higher in organizations that value loyalty and systematically communicate the fact to employees with rewards, incentives and other strategies. Normative commitment in employees is also high where employees regularly see visible examples of the employer being committed to employee well-being. An employee with greater organizational commitment has a greater chance of contributing to organizational success and will also experience higher levels of job satisfaction. High levels of job satisfaction, in turn, reduces employee turnover and increases the organization's ability to recruit and retain talent. Meyer and Allen based their research in this area more on theoretical evidence rather than empirical, which may explain the lack of depth in this section of their study compared to the others. They drew off Wiener's (2005) <sup id="cite_ref-6" class="reference"><a href="#cite_note-6"><span class="cite-bracket">[</span>6<span class="cite-bracket">]</span></a></sup> research for this commitment component.

</p>

<div class="mw-heading mw-heading3"><h3 id="Critique_to_the_three-component_model">Critique to the three-component model</h3></div>

<p>Since the model was made, there has been conceptual critique to what the model is trying to achieve. Specifically from three psychologists, Omar Solinger, Woody Olffen, and Robert Roe. To date, the three-component conceptual model has been regarded as the leading model for organizational commitment because it ties together three aspects of earlier commitment research (Becker, 2005; Buchanan, 2005; Kanter, 1968; Mathieu & Zajac, 1990; Mowday, Porter, & Steers, 1982; Salancik, 2004; Weiner, 2004; Weiner & Vardi, 2005). However, a collection of studies have shown that the model is not consistent with empirical findings. Solinger, Olffen, and Roe use a later model by Alice Eagly and Shelly Chaiken, Attitude-behavior Model (2004), to present that TCM combines different attitude phenomena. They have come to the conclusion that TCM is a model for predicting turnover. In a sense the model describes why people should stay with the organization whether it is because they <b>want to, need to, or ought to</b>. The model appears to mix together an attitude toward a target, that being the organization, with an attitude toward a behavior, which is leaving or staying. They believe the studies should return to the original understanding of organizational commitment as an attitude toward the organization and measure it accordingly. Although the TCM is a good way to predict turnover, these psychologists do not believe it should be the general model. Because Eagly and Chaiken's model is so general, it seems that the TCM can be described as a specific subdivision of their model when looking at a general sense of organizational commitment. It becomes clear that affective commitment equals an attitude toward a target, while continuance and normative commitment are representing different concepts referring to anticipated behavioral outcomes, specifically staying or leaving. This observation backs up their conclusion that organizational commitment is perceived by TCM as combining different target attitudes and behavioral attitudes, which they believe to be both confusing and logically incorrect. The attitude-behavioral model can demonstrate explanations for something that would seem contradictory in the TCM. That is that affective commitment has stronger associations with relevant behavior and a wider range of behaviors, compared to normative and continuance commitment. Attitude toward a target (the organization) is obviously applicable to a wider range of behaviors than an attitude toward a specific behavior (staying). After their research, Sollinger, Olffen, and Roe believe Eagly and Chaiken's attitude-behavior model from 1993 would be a good alternative model to look at as a general organizational commitment predictor because of its approach at organizational commitment as a singular construct, which in turn would help predicting various behaviors beyond turnover.<sup id="cite_ref-7" class="reference"><a href="#cite_note-7"><span class="cite-bracket">[</span>7<span class="cite-bracket">]</span></a></sup>

</p>

<div class="mw-heading mw-heading3"><h3 id="A_five_component_commitment_model">A five component commitment model</h3></div>

<p>More recently, scholars have proposed a five component model of commitment, though it has been developed in the context of product and service consumption. This model proposes habitual and forced commitment as two additional dimensions which are very germane in consumption settings. It seems, however, that habitual commitment or inertial may also become relevant in many job settings. People get habituated to a job—the routine, the processes, the cognitive schemas associated with a job can make people develop a latent commitment to the job—just as it may occur in a consumption setting. The paper—by Keiningham and colleagues also compared applications of the TCM in job settings and in consumption settings to develop additional insights.

</p>

<div class="mw-heading mw-heading2"><h2 id="Job_satisfaction">Job satisfaction</h2></div>

<div role="note" class="hatnote navigation-not-searchable">Main article: <a href="Job_satisfaction" title="Job satisfaction">Job satisfaction</a></div>

<p>Job satisfaction is commonly defined as the extent to which employees like their work. Researchers have examined Job satisfaction for the past several decades. Studies have been devoted to figuring out the dimensions of job satisfaction, antecedents of job satisfaction, and the relationship between satisfaction and commitment. Satisfaction has also been examined under various demographics of gender, age, race, education, and work experience. Most research on job satisfaction has been aimed towards the person-environment fit paradigm. Job satisfaction has been found to be an important area of research because one of the top reasons individuals give for leaving a job is dissatisfaction.<sup id="cite_ref-Dirani_8-0" class="reference"><a href="#cite_note-Dirani-8"><span class="cite-bracket">[</span>8<span class="cite-bracket">]</span></a></sup>

</p><p>Much of the literature on the relationship between commitment and satisfaction with one's job indicates that if employees are satisfied they develop stronger commitment to their work. Kalleberg (1990) studied work attitudes of workers in the US and Japan and found a correlation of 0.73 between job satisfaction and organizational commitment of workers in Japan and a higher significant correlation of 0.81 among Americans. A study conducted by Dirani and Kuchinke produced results indicating a strong correlation between job commitment and job satisfaction and that satisfaction was a reliable predictor of commitment.<sup id="cite_ref-Dirani_8-1" class="reference"><a href="#cite_note-Dirani-8"><span class="cite-bracket">[</span>8<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-9" class="reference"><a href="#cite_note-9"><span class="cite-bracket">[</span>9<span class="cite-bracket">]</span></a></sup> Job satisfaction among employees—at least in retail settings—can also strengthen the association between customer satisfaction and customer loyalty.

</p>

<dl><dt>Perceiving a "Calling"</dt>

<dd>A study at the University of Florida found a positive correlation between the individual's perception of their career being a "calling" and the level of commitment to the job. This study looked at the relation between work commitment and participant's perception of meaning in their job. Participants were tested in the areas of; perceiving a calling, job satisfaction, and job commitment. Results showed a moderate correlation between participants perceiving a calling and job commitment and a weak correlation between perceiving a calling and job satisfaction.<sup id="cite_ref-10" class="reference"><a href="#cite_note-10"><span class="cite-bracket">[</span>10<span class="cite-bracket">]</span></a></sup></dd></dl>

<div class="mw-heading mw-heading2"><h2 id="Other_factors">Other factors</h2></div>

<div class="mw-heading mw-heading3"><h3 id="Role_Stress">Role Stress</h3></div>

<dl><dd>Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well being of workers and functioning of organizations. An individual's experience of receiving incompatible or conflicting requests (role conflict) and/or the lack of enough information to carry out his/her job (role ambiguity) are causes of role stress. Role ambiguity and conflict decrease worker's performance and are positively related to the probability of the workers leaving the organization. Role conflict and ambiguity have been proposed as determining factors of workers' job satisfaction and organizational commitment.<sup id="cite_ref-11" class="reference"><a href="#cite_note-11"><span class="cite-bracket">[</span>11<span class="cite-bracket">]</span></a></sup></dd></dl>

<div class="mw-heading mw-heading3"><h3 id="Empowerment">Empowerment</h3></div>

<dl><dd>Empowerment in the workplace has had several different definitions over the years. It has been considered 'energizing followers through leadership, enhancing self efficacy by reducing powerlessness and increasing intrinsic task motivation.' A psychological view of empowerment describes it as 'a process of intrinsic motivation, perceived control, competence, and energizing towards achieving goals.' There are two prominent concepts of empowerment. The first is Structural Empowerment which comes from the Organizational/Management Theory and is described as the ability to get things done and to mobilize resources. The second is Psychological Empowerment which comes from Social Psychological models and is described as psychological perceptions/attitudes of employees about their work and their organizational roles. A study done by Ahmad et al. found support for the relationship between empowerment and job satisfaction and job commitment. The study looked at nurses working in England and nurses working in Malaysia. Taking cultural context into consideration, the study still showed a positive correlation between empowerment and job satisfaction/commitment.<sup id="cite_ref-12" class="reference"><a href="#cite_note-12"><span class="cite-bracket">[</span>12<span class="cite-bracket">]</span></a></sup></dd></dl>

<div class="mw-heading mw-heading3"><h3 id="Job_Insecurity_and_Employability">Job Insecurity and Employability</h3></div>

<dl><dd>In a study conducted by De Cuyper research found that workers who were on fixed-term contracts or considered "temporary workers" reported higher levels of job insecurity than permanent workers. Job insecurity was found to negatively correlate with job satisfaction and affective organizational commitment in permanent workers. The study also found that job satisfaction and organizational commitment were highly correlated with being a permanent worker.<sup id="cite_ref-13" class="reference"><a href="#cite_note-13"><span class="cite-bracket">[</span>13<span class="cite-bracket">]</span></a></sup></dd></dl>

<div class="mw-heading mw-heading3"><h3 id="Distribution_of_Leadership">Distribution of Leadership</h3></div>

<p>A study conducted by Hulpia et al. focused on the impact of the distribution of leadership and leadership support among teachers and how that affected job satisfaction and commitment. The study found that there was a strong relationship between organizational commitment and the cohesion of the leadership team and the amount of leadership support. Previously held beliefs about job satisfaction and commitment among teachers was that they were negatively correlated with absenteeism and turnover and positively correlated with job effort and job performance. This study examined how one leader (usually a principal) effected the job satisfaction and commitment of teachers. The study found that when leadership was distributed by the 'leader' out to the teachers as well workers reported higher job satisfaction and organizational commitment than when most of the leadership fell to one person. Even when it was only the perception of distributed leadership roles workers still reported high levels of job satisfaction/commitment.<sup id="cite_ref-14" class="reference"><a href="#cite_note-14"><span class="cite-bracket">[</span>14<span class="cite-bracket">]</span></a></sup>

</p>

<div class="mw-heading mw-heading2"><h2 id="Shift_to_organizational_change_commitment">Shift to organizational <i>change</i> commitment</h2></div>

<p>By the end of the 1990s, leaders did not find the value in understanding whether or not their people were more or less committed to the organization. It was particularly frustrating that leaders could see that people committed to the organization were not as committed to strategic change initiatives, the majority of which failed to live up to expectations. John Meyer responded to this gap by proposing a model of organizational change commitment.<sup id="cite_ref-15" class="reference"><a href="#cite_note-15"><span class="cite-bracket">[</span>15<span class="cite-bracket">]</span></a></sup>

</p><p>The new model includes the same 3-components, but also includes a <i>behavioral commitment</i> scale: <i>resistance</i>, <i>passive resistance</i>, <i>compliance</i>, <i>cooperation</i>, and <i>championing</i>.<sup id="cite_ref-16" class="reference"><a href="#cite_note-16"><span class="cite-bracket">[</span>16<span class="cite-bracket">]</span></a></sup> Though Meyer does not cite him, a peer reviewed source for behavioral commitment comes from Leon Coetsee in South Africa.<sup id="cite_ref-17" class="reference"><a href="#cite_note-17"><span class="cite-bracket">[</span>17<span class="cite-bracket">]</span></a></sup> Coetsee brought the resistance-to-commitment model<sup id="cite_ref-18" class="reference"><a href="#cite_note-18"><span class="cite-bracket">[</span>18<span class="cite-bracket">]</span></a></sup> of <i>Harvard</i> consultant Arnold Judson<sup id="cite_ref-19" class="reference"><a href="#cite_note-19"><span class="cite-bracket">[</span>19<span class="cite-bracket">]</span></a></sup> to academic research and has continued developing the model as late as 2011.<sup id="cite_ref-20" class="reference"><a href="#cite_note-20"><span class="cite-bracket">[</span>20<span class="cite-bracket">]</span></a></sup>

</p>

<div class="mw-heading mw-heading2"><h2 id="Guidelines_to_enhance">Guidelines to enhance</h2></div>

<p>Five rules help to enhance organizational commitment:<sup id="cite_ref-21" class="reference"><a href="#cite_note-21"><span class="cite-bracket">[</span>21<span class="cite-bracket">]</span></a></sup>

</p>

<dl><dt>Commit to people-first values</dt>

<dd>Put it in writing, hire the right-kind managers, and walk the talk.</dd>

<dt>Clarify and communicate your mission</dt>

<dd>Clarify the mission and ideology; make it <a href="Charismatic" class="mw-redirect" title="Charismatic">charismatic</a>; use value-based hiring practices; stress values-based orientation and training; build tradition.</dd>

<dt>Guarantee organizational justice</dt>

<dd>Have a comprehensive grievance procedure; provide for extensive two-way communications.</dd>

<dt>Community of practice</dt>

<dd>Build value-based homogeneity; share and share alike; emphasize <a href="Barnraising" class="mw-redirect" title="Barnraising">barnraising</a>, cross-utilization, and teamwork; getting people to work together.</dd>

<dt>Support employee development</dt>

<dd>Commit to actualizing; provide first-year job challenge; enrich and empower; promote from within; provide developmental activities; provide employee security without guarantees.</dd></dl>

<ul><li><a href="Employee_engagement" title="Employee engagement">Employee engagement</a></li>

<li><a href="High_commitment_management" class="mw-redirect" title="High commitment management">High commitment management</a></li>

<li><a href="Job_satisfaction" title="Job satisfaction">Job satisfaction</a></li>

<li><a href="Onboarding" title="Onboarding">Onboarding</a></li>

<li><a href="Organizational_justice" title="Organizational justice">Organizational justice</a></li>

<li><a href="Person-environment_fit" class="mw-redirect" title="Person-environment fit">Person-environment fit</a></li>

<li><a href="Psychological_contract" title="Psychological contract">Psychological contract</a></li>

<li><a href="Stigma_management" title="Stigma management">Stigma management</a></li></ul>

<div class="mw-heading mw-heading2"><h2 id="References">References</h2></div>

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<li id="cite_note-9"><span class="mw-cite-backlink"><b><a href="#cite_ref-9">^</a></b></span> <span class="reference-text"><cite id="CITEREFVeličkovićVišnjićJovićRadulović2014" class="citation journal cs1">Veličković, V. M.; Višnjić, A.; Jović, S. A.; Radulović, O.; Šargić, Č.; Mihajlović, J.; Mladenović, J. (2014). "Organizational Commitment and Job Satisfaction Among Nurses in Serbia: A Factor Analysis". <i>Nursing Outlook</i>. <b>62</b> (6): <span class="nowrap">415–</span>27. <a href="Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1016%2Fj.outlook.2014.05.003">10.1016/j.outlook.2014.05.003</a>. <a href="PMID_(identifier)" class="mw-redirect" title="PMID (identifier)">PMID</a> <a rel="nofollow" class="external text" href="https://pubmed.ncbi.nlm.nih.gov/25062809">25062809</a>.</cite></span>

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<li id="cite_note-10"><span class="mw-cite-backlink"><b><a href="#cite_ref-10">^</a></b></span> <span class="reference-text"><cite id="CITEREFDuffyBottAllanTorrey2012" class="citation journal cs1">Duffy, R. D.; Bott, E. M.; Allan, B. A.; Torrey, C. L.; Dik, B. J. (2012). "Perceiving a calling, living a calling, and job satisfaction: Testing a moderated, multiple mediator model". <i>Journal of Counseling Psychology</i>. <b>59</b> (1): <span class="nowrap">50–</span>9. <a href="Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1037%2Fa0026129">10.1037/a0026129</a>. <a href="PMID_(identifier)" class="mw-redirect" title="PMID (identifier)">PMID</a> <a rel="nofollow" class="external text" href="https://pubmed.ncbi.nlm.nih.gov/22059426">22059426</a>.</cite></span>

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<li id="cite_note-11"><span class="mw-cite-backlink"><b><a href="#cite_ref-11">^</a></b></span> <span class="reference-text"><cite id="CITEREFAntón2009" class="citation journal cs1">Antón, C (2009). "The impact of role stress on workers' behaviour through job satisfaction and organizational commitment". <i>International Journal of Psychology</i>. <b>44</b> (3): <span class="nowrap">187–</span>94. <a href="Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1080%2F00207590701700511">10.1080/00207590701700511</a>. <a href="Hdl_(identifier)" class="mw-redirect" title="Hdl (identifier)">hdl</a>:<span class="id-lock-free" title="Freely accessible"><a rel="nofollow" class="external text" href="https://hdl.handle.net/10366%2F157226">10366/157226</a></span>. <a href="PMID_(identifier)" class="mw-redirect" title="PMID (identifier)">PMID</a> <a rel="nofollow" class="external text" href="https://pubmed.ncbi.nlm.nih.gov/22029494">22029494</a>.</cite></span>

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<li id="cite_note-12"><span class="mw-cite-backlink"><b><a href="#cite_ref-12">^</a></b></span> <span class="reference-text"><cite id="CITEREFAhmadOranye2010" class="citation journal cs1">Ahmad, N; Oranye, N. O. (2010). "Empowerment, job satisfaction and organizational commitment: A comparative analysis of nurses working in Malaysia and England". <i>Journal of Nursing Management</i>. <b>18</b> (5): <span class="nowrap">582–</span>91. <a href="Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1111%2Fj.1365-2834.2010.01093.x">10.1111/j.1365-2834.2010.01093.x</a>. <a href="PMID_(identifier)" class="mw-redirect" title="PMID (identifier)">PMID</a> <a rel="nofollow" class="external text" href="https://pubmed.ncbi.nlm.nih.gov/20636507">20636507</a>.</cite></span>

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<li id="cite_note-13"><span class="mw-cite-backlink"><b><a href="#cite_ref-13">^</a></b></span> <span class="reference-text"><cite id="CITEREFDe_CuyperNotelaersDe_Witte2009" class="citation journal cs1">De Cuyper, N; Notelaers, G; De Witte, H (2009). "Job insecurity and employability in fixed-term contractors, agency workers, and permanent workers: Associations with job satisfaction and affective organizational commitment". <i>Journal of Occupational Health Psychology</i>. <b>14</b> (2): <span class="nowrap">193–</span>205. <a href="Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1037%2Fa0014603">10.1037/a0014603</a>. <a href="PMID_(identifier)" class="mw-redirect" title="PMID (identifier)">PMID</a> <a rel="nofollow" class="external text" href="https://pubmed.ncbi.nlm.nih.gov/19331480">19331480</a>.</cite></span>

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<li id="cite_note-14"><span class="mw-cite-backlink"><b><a href="#cite_ref-14">^</a></b></span> <span class="reference-text"><cite id="CITEREFHulpiaDevosRosseel2009" class="citation journal cs1">Hulpia, H.; Devos, G.; Rosseel, Y. (2009). <a rel="nofollow" class="external text" href="https://biblio.ugent.be/publication/626335">"The relationship between the perception of distributed leadership in secondary schools and teachers' and teacher leaders' job satisfaction and organizational commitment"</a>. <i>School Effectiveness and School Improvement</i>. <b>20</b> (3): 291. <a href="Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1080%2F09243450902909840">10.1080/09243450902909840</a>. <a href="Hdl_(identifier)" class="mw-redirect" title="Hdl (identifier)">hdl</a>:<span class="id-lock-free" title="Freely accessible"><a rel="nofollow" class="external text" href="https://hdl.handle.net/1854%2FLU-626335">1854/LU-626335</a></span>. <a href="S2CID_(identifier)" class="mw-redirect" title="S2CID (identifier)">S2CID</a> <a rel="nofollow" class="external text" href="https://api.semanticscholar.org/CorpusID:53633640">53633640</a>.</cite></span>

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<li id="cite_note-15"><span class="mw-cite-backlink"><b><a href="#cite_ref-15">^</a></b></span> <span class="reference-text"><cite id="CITEREFHerscovitchMeyer2002" class="citation journal cs1">Herscovitch, L; Meyer, J. P. (2002). "Commitment to organizational change: Extension of a three-component model". <i>The Journal of Applied Psychology</i>. <b>87</b> (3): <span class="nowrap">474–</span>87. <a href="Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1037%2F0021-9010.87.3.474">10.1037/0021-9010.87.3.474</a>. <a href="PMID_(identifier)" class="mw-redirect" title="PMID (identifier)">PMID</a> <a rel="nofollow" class="external text" href="https://pubmed.ncbi.nlm.nih.gov/12090605">12090605</a>. <a href="S2CID_(identifier)" class="mw-redirect" title="S2CID (identifier)">S2CID</a> <a rel="nofollow" class="external text" href="https://api.semanticscholar.org/CorpusID:35053387">35053387</a>.</cite></span>

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<li id="cite_note-16"><span class="mw-cite-backlink"><b><a href="#cite_ref-16">^</a></b></span> <span class="reference-text"><cite id="CITEREFMeyerSrinivasLalTopolnytsky2007" class="citation journal cs1">Meyer, J. P.; Srinivas, E. S.; Lal, J. B.; Topolnytsky, L. (2007). "Employee commitment and support for an organizational change: Test of the three-component model in two cultures". <i>Journal of Occupational and Organizational Psychology</i>. <b>80</b> (2): 185. <a href="Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1348%2F096317906X118685">10.1348/096317906X118685</a>.</cite></span>

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<li id="cite_note-17"><span class="mw-cite-backlink"><b><a href="#cite_ref-17">^</a></b></span> <span class="reference-text"><cite id="CITEREFCoetsee1999" class="citation journal cs1">Coetsee, Leon (1999). "From Resistance to Commitment". <i>Public Administration Quarterly</i>. <b>23</b> (2): <span class="nowrap">204–</span>222. <a href="JSTOR_(identifier)" class="mw-redirect" title="JSTOR (identifier)">JSTOR</a> <a rel="nofollow" class="external text" href="https://www.jstor.org/stable/40861780">40861780</a>.</cite></span>

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<li id="cite_note-18"><span class="mw-cite-backlink"><b><a href="#cite_ref-18">^</a></b></span> <span class="reference-text"><cite class="citation web cs1"><a rel="nofollow" class="external text" href="http://www.changestudy.com/p/theory-base.html">"Theory Base"</a>. Change Study<span class="reference-accessdate">. Retrieved <span class="nowrap">2014-06-27</span></span>.</cite></span>

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<li id="cite_note-19"><span class="mw-cite-backlink"><b><a href="#cite_ref-19">^</a></b></span> <span class="reference-text"><cite id="CITEREFJudson1966" class="citation book cs1">Judson, A. (1966). <i>A manager's guide to making changes</i>. London: John Wiley & Sons. <a href="ISBN_(identifier)" class="mw-redirect" title="ISBN (identifier)">ISBN</a> <bdi>978-0-471-45285-0</bdi>. <a href="OCLC_(identifier)" class="mw-redirect" title="OCLC (identifier)">OCLC</a> <a rel="nofollow" class="external text" href="https://search.worldcat.org/oclc/175064">175064</a>.</cite></span>

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<li id="cite_note-20"><span class="mw-cite-backlink"><b><a href="#cite_ref-20">^</a></b></span> <span class="reference-text"><cite id="CITEREFCoetsee2002" class="citation book cs1">Coetsee, Leon Dirk (2002). <a rel="nofollow" class="external text" href="https://books.google.com/books?id=c_NcAAAACAAJ"><i>Peak Performance and Productivity: A Practical Guide for the Creation of a Motivating Climate</i></a>. L.D. Coetsee. <a href="ISBN_(identifier)" class="mw-redirect" title="ISBN (identifier)">ISBN</a> <bdi>978-0-620-27261-2</bdi>.</cite></span>

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<li id="cite_note-21"><span class="mw-cite-backlink"><b><a href="#cite_ref-21">^</a></b></span> <span class="reference-text"><cite id="CITEREFDressler1999" class="citation journal cs1">Dressler, Gary (1999). <a rel="nofollow" class="external text" href="http://www.wku.edu/cebs/doctorate/documents/readings/dessler_1999_employee_commitment.pdf">"How to Earn Your Employees' Commitment"</a> <span class="cs1-format">(PDF)</span>. <i>Academy of Management Executive</i>. <b>13</b> (2): <span class="nowrap">58–</span>67. <a href="JSTOR_(identifier)" class="mw-redirect" title="JSTOR (identifier)">JSTOR</a> <a rel="nofollow" class="external text" href="https://www.jstor.org/stable/4165540">4165540</a><span class="reference-accessdate">. Retrieved <span class="nowrap">2014-04-15</span></span>.</cite></span>

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</ol></div></div>

/* start https://en.wikipedia.org/ */

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</style></div><div role="navigation" class="navbox" aria-labelledby="Aspects_of_organizations374" style="padding:3px"><table class="nowraplinks hlist mw-collapsible autocollapse navbox-inner" style="border-spacing:0;background:transparent;color:inherit"><tbody><tr><th scope="col" class="navbox-title" colspan="2"><div id="Aspects_of_organizations374" style="font-size:114%;margin:0 4em">Aspects of <a href="Organization" title="Organization">organizations</a></div></th></tr><tr><th scope="row" class="navbox-group" style="width:1%">Topics</th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="Organizational_architecture" title="Organizational architecture">Architecture</a></li>

<li><a href="Organizational_behavior" title="Organizational behavior">Behavior</a></li>

<li><a href="Blame#In_organizations" title="Blame">Blame</a></li>

<li><a href="Organizational_capital" title="Organizational capital">Capital</a></li>

<li><a href="Cellular_organizational_structure" title="Cellular organizational structure">Cells</a></li>

<li><a href="Organizational_chart" title="Organizational chart">Chart</a></li>

<li><a href="Organizational_citizenship_behavior" title="Organizational citizenship behavior">Citizenship behavior</a></li>

<li><a href="Organisation_climate" title="Organisation climate">Climate</a></li>

<li><a href="Organizational_communication" title="Organizational communication">Communication</a></li>

<li><a href="Complexity_theory_and_organizations" title="Complexity theory and organizations">Complexity</a></li>

<li><a href="Organizational_conflict" title="Organizational conflict">Conflict</a></li>

<li><a href="Organizational_culture" title="Organizational culture">Culture</a></li>

<li><a href="Organizational_architecture" title="Organizational architecture">Design</a></li>

<li><a href="Organization_development" title="Organization development">Development</a></li>

<li><a href="Organizational_diagnostics" title="Organizational diagnostics">Diagnostics</a></li>

<li><a href="Organizational_dissent" title="Organizational dissent">Dissent</a></li>

<li><a href="Organizational_ecology" title="Organizational ecology">Ecology</a></li>

<li><a href="Organizational_effectiveness" title="Organizational effectiveness">Effectiveness</a></li>

<li><a href="Organizational_engineering" title="Organizational engineering">Engineering</a></li>

<li><a href="Organizational_ethics" title="Organizational ethics">Ethics</a></li>

<li><a href="Organizational_field" title="Organizational field">Field</a></li>

<li><a href="Hierarchical_organization" title="Hierarchical organization">Hierarchy</a></li>

<li><a href="Organizational_identification" title="Organizational identification">Identification</a></li>

<li><a href="Organizational_intelligence" title="Organizational intelligence">Intelligence</a></li>

<li><a href="Organizational_justice" title="Organizational justice">Justice</a></li>

<li><a href="Organizational_learning" title="Organizational learning">Learning</a></li>

<li><a href="Organizational_life_cycle" title="Organizational life cycle">Life cycle</a></li>

<li><a href="Machiavellianism_in_the_workplace" title="Machiavellianism in the workplace">Machiavellianism</a></li>

<li><a href="Narcissism_in_the_workplace" title="Narcissism in the workplace">Narcissism</a></li>

<li><a href="Organizational_network_analysis" title="Organizational network analysis">Network analysis</a></li>

<li><a href="Organizational_ombudsman" title="Organizational ombudsman">Ombudsman</a></li>

<li><a href="Organizational_patterns" title="Organizational patterns">Patterns</a></li>

<li><a href="Perceived_organizational_support" title="Perceived organizational support">Perceived support</a></li>

<li><a href="Organizational_performance" class="mw-redirect" title="Organizational performance">Performance</a></li>

<li><a href="Industrial_and_organizational_psychology" title="Industrial and organizational psychology">Psychology</a></li>

<li><a href="Resilience_(organizational)" class="mw-redirect" title="Resilience (organizational)">Resilience</a></li>

<li><a href="Organizational_retaliatory_behavior" class="mw-redirect" title="Organizational retaliatory behavior">Retaliatory behavior</a></li>

<li><a href="Organizational_safety" title="Organizational safety">Safety</a></li>

<li><a href="Organizational_space" title="Organizational space">Space</a></li>

<li><a href="Organizational_storytelling" title="Organizational storytelling">Storytelling</a></li>

<li><a href="Organizational_structure" title="Organizational structure">Structure</a></li>

<li><a href="Organizational_theory" title="Organizational theory">Theory</a></li>

<li><a href="Organization_workshop" title="Organization workshop">Workshop</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">See also</th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="History_of_organizations" title="History of organizations">History of organizations</a></li>

<li><a href="Organization_studies" title="Organization studies">Organization studies</a></li>

<li><a href="Outline_of_organizational_theory" title="Outline of organizational theory">Outline of organizational theory</a></li></ul>

</div></td></tr><tr><td class="navbox-abovebelow" colspan="2"><div>

<dl><dt><span class="noviewer" typeof="mw:File"><span title="Template"></span></span> See also templates</dt>

<dd>Aspects of corporations</dd>

<dd>Aspects of jobs</dd>

<dd>Aspects of occupations</dd>

<dd>Aspects of workplaces</dd></dl>

</div></td></tr></tbody></table></div>

<div class="navbox-styles"></div><div role="navigation" class="navbox" aria-labelledby="Employment942" style="padding:3px"><table class="nowraplinks hlist mw-collapsible autocollapse navbox-inner" style="border-spacing:0;background:transparent;color:inherit"><tbody><tr><th scope="col" class="navbox-title" colspan="2"><div id="Employment942" style="font-size:114%;margin:0 4em"><a href="Employment" title="Employment">Employment</a></div></th></tr><tr><th scope="row" class="navbox-group" style="width:1%">Classifications</th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="Academic_tenure" title="Academic tenure">Academic tenure</a></li>

<li><a href="Casual_employment_(contract)" title="Casual employment (contract)">Casual</a></li>

<li><a href="Contingent_work" title="Contingent work">Contingent work</a></li>

<li><a href="Gig_worker" title="Gig worker">Gig worker</a></li>

<li><a href="Job_sharing" title="Job sharing">Job sharing</a></li>

<li><a href="Self-employment" title="Self-employment">Self-employment</a></li>

<li><a href="Skilled_worker" title="Skilled worker">Skilled worker</a>

<ul><li><a href="Journeyman" title="Journeyman">Journeyman</a></li>

<li><a href="Technician" title="Technician">Technician</a></li>

<li><a href="Tradesperson" title="Tradesperson">Tradesperson</a></li></ul></li>

<li><a href="Independent_contractor" class="mw-redirect" title="Independent contractor">Independent contractor</a></li>

<li><a href="Labour_hire" title="Labour hire">Labour hire</a></li>

<li><a href="Temporary_work" title="Temporary work">Temporary work</a></li>

<li><a href="Laborer" title="Laborer">Laborer</a></li>

<li><a href="Wage_labour" title="Wage labour">Wage labour</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="Recruitment" title="Recruitment">Hiring</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="Application_for_employment" title="Application for employment">Application</a></li>

<li><a href="Background_check" title="Background check">Background check</a></li>

<li><a href="Business_networking" title="Business networking">Business networking</a></li>

<li><a href="Cover_letter" title="Cover letter">Cover letter</a></li>

<li><a href="Curriculum_vitae" title="Curriculum vitae">Curriculum vitae</a></li>

<li><a href="Drug_test" title="Drug test">Drug testing</a></li>

<li><a href="Employment_contract" title="Employment contract">Employment contract</a></li>

<li><a href="Employment_counsellor" class="mw-redirect" title="Employment counsellor">Employment counsellor</a></li>

<li><a href="Executive_search" title="Executive search">Executive search</a>

<li><a href="Induction_programme" title="Induction programme">Induction programme</a></li>

<li><a href="Job_fraud" title="Job fraud">Job fraud</a></li>

<li><a href="Job_hunting" title="Job hunting">Job hunting</a></li>

<li><a href="Job_interview" title="Job interview">Job interview</a></li>

<li><a href="Letter_of_recommendation" title="Letter of recommendation">Letter of recommendation</a></li>

<li><a href="Onboarding" title="Onboarding">Onboarding</a></li>

<li><a href="Overqualification" title="Overqualification">Overqualification</a></li>

<li><a href="Person%E2%80%93environment_fit" title="Person–environment fit">Person–environment fit</a></li>

<li><a href="Personality%E2%80%93job_fit_theory" title="Personality–job fit theory">Personality–job fit theory</a></li>

<li><a href="Personality_hire" title="Personality hire">Personality hire</a></li>

<li><a href="Probation_(workplace)" title="Probation (workplace)">Probation</a></li>

<li><a href="Realistic_job_preview" title="Realistic job preview">Realistic job preview</a></li>

<li><a href="Recruitment" title="Recruitment">Recruitment</a></li>

<li><a href="R%C3%A9sum%C3%A9" title="Résumé">Résumé</a></li>

<li><a href="Simultaneous_recruiting_of_new_graduates" title="Simultaneous recruiting of new graduates">Simultaneous recruiting of new graduates</a></li>

<li><a href="Underemployment" title="Underemployment">Underemployment</a></li>

<li><a href="Work-at-home_scheme" title="Work-at-home scheme">Work-at-home scheme</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">Roles</th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="Cooperative" title="Cooperative">Cooperative</a></li>

<li><a href="Employee" class="mw-redirect" title="Employee">Employee</a></li>

<li><a href="Employer" class="mw-redirect" title="Employer">Employer</a></li>

<li><a href="Internship" title="Internship">Internship</a></li>

<li><a href="Labour_hire" title="Labour hire">Labour hire</a></li>

<li><a href="Permanent_employment" title="Permanent employment">Permanent employment</a></li>

<li><a href="Supervisor" title="Supervisor">Supervisor</a></li>

<li><a href="Volunteering" title="Volunteering">Volunteering</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="Social_class" title="Social class">Working class</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="Blue-collar_worker" title="Blue-collar worker">Blue-collar</a></li>

<li><a href="Green-collar_worker" title="Green-collar worker">Green-collar</a></li>

<li><a href="Grey-collar" title="Grey-collar">Grey-collar</a></li>

<li><a href="Pink-collar_worker" title="Pink-collar worker">Pink-collar</a></li>

<li><a href="Precariat" title="Precariat">Precariat</a></li>

<li><a href="White-collar_worker" title="White-collar worker">White-collar</a></li>

<li><a href="Designation_of_workers_by_collar_color" title="Designation of workers by collar color">Red-collar</a></li>

<li><a href="New-collar_worker" title="New-collar worker">New-collar</a></li>

<li><a href="Designation_of_workers_by_collar_color" title="Designation of workers by collar color">No-collar</a></li>

<li><a href="Designation_of_workers_by_collar_color" title="Designation of workers by collar color">Orange-collar</a></li>

<li><a href="Designation_of_workers_by_collar_color" title="Designation of workers by collar color">Scarlet-collar</a></li>

<li><a href="Designation_of_workers_by_collar_color" title="Designation of workers by collar color">Black-collar</a></li>

<li><a href="Designation_of_workers_by_collar_color" title="Designation of workers by collar color">Gold-collar</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="Career" title="Career">Career</a> and <a href="Training" title="Training">training</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="Apprenticeship" title="Apprenticeship">Apprenticeship</a></li>

<li><a href="Artisan" title="Artisan">Artisan</a>

<ul><li><a href="Master_craftsman" title="Master craftsman">Master craftsman</a></li></ul></li>

<li><a href="Avocation" title="Avocation">Avocation</a></li>

<li><a href="Career_assessment" title="Career assessment">Career assessment</a></li>

<li><a href="Career_counseling" title="Career counseling">Career counseling</a></li>

<li><a href="Career_development" title="Career development">Career development</a></li>

<li><a href="Coaching" title="Coaching">Coaching</a></li>

<li><a href="Creative_class" title="Creative class">Creative class</a></li>

<li><a href="Education" title="Education">Education</a>

<ul><li><a href="Continuing_education" title="Continuing education">Continuing education</a></li>

<li><a href="E-learning" class="mw-redirect" title="E-learning">E-learning</a></li>

<li><a href="Employability" title="Employability">Employability</a></li>

<li><a href="Further_education" title="Further education">Further education</a></li>

<li><a href="Graduate_school" class="mw-redirect" title="Graduate school">Graduate school</a></li>

<li><a href="Induction_training" title="Induction training">Induction training</a></li>

<li><a href="Knowledge_worker" title="Knowledge worker">Knowledge worker</a></li>

<li><a href="Licensure" class="mw-redirect" title="Licensure">Licensure</a></li>

<li><a href="Lifelong_learning" title="Lifelong learning">Lifelong learning</a></li>

<li><a href="Overspecialization" title="Overspecialization">Overspecialization</a></li>

<li><a href="Practice-based_professional_learning" title="Practice-based professional learning">Practice-based professional learning</a></li>

<li><a href="Professional_association" title="Professional association">Professional association</a></li>

<li><a href="Professional_certification" title="Professional certification">Professional certification</a></li>

<li><a href="Professional_development" title="Professional development">Professional development</a></li>

<li><a href="Professional_school" class="mw-redirect" title="Professional school">Professional school</a></li>

<li><a href="Reflective_practice" title="Reflective practice">Reflective practice</a></li>

<li><a href="Retraining" title="Retraining">Retraining</a></li>

<li><a href="Vocational_education" title="Vocational education">Vocational education</a></li>

<li><a href="Vocational_school" title="Vocational school">Vocational school</a></li>

<li><a href="Vocational_university" title="Vocational university">Vocational university</a></li></ul></li>

<li><a href="Mentorship" title="Mentorship">Mentorship</a></li>

<li><a href="Occupational_Outlook_Handbook" title="Occupational Outlook Handbook">Occupational Outlook Handbook</a></li>

<li><a href="Practice_firm" title="Practice firm">Practice firm</a></li>

<li><a href="Profession" title="Profession">Profession</a>

<ul><li><a href="Operator_(profession)" title="Operator (profession)">Operator</a></li>

<li><a href="Professional" title="Professional">Professional</a></li></ul></li>

<li><a href="Tradesman" class="mw-redirect" title="Tradesman">Tradesman</a></li>

<li><a href="Vocation" title="Vocation">Vocation</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">Attendance</th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="Break_(work)" title="Break (work)">Break</a></li>

<li><a href="Break_room" title="Break room">Break room</a></li>

<li><a href="Career_break" title="Career break">Career break</a></li>

<li><a href="Furlough" title="Furlough">Furlough</a></li>

<li><a href="Leave_of_absence" title="Leave of absence">Leave of absence</a></li>

<li><a href="Long_service_leave" title="Long service leave">Long service leave</a></li>

<li><a href="Sabbatical" title="Sabbatical">Sabbatical</a></li>

<li><a href="Sick_leave" title="Sick leave">Sick leave</a></li>

<li><a href="Stress_leave" title="Stress leave">Stress leave</a></li>

<li><a href="Time_clock" title="Time clock">Time clock</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="Schedule_(workplace)" title="Schedule (workplace)">Schedules</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="35-hour_workweek" title="35-hour workweek">35-hour workweek</a></li>

<li><a href="Eight-hour_day" class="mw-redirect" title="Eight-hour day">Eight-hour day</a></li>

<li><a href="996_working_hour_system" title="996 working hour system">996 working hour system</a></li>

<li><a href="Flextime" title="Flextime">Flextime</a></li>

<li><a href="Overtime" title="Overtime">Overtime</a></li>

<li><a href="Remote_work" title="Remote work">Remote work</a></li>

<li><a href="Shift_work" title="Shift work">Shift work</a></li>

<li><a href="Working_time" title="Working time">Working time</a></li>

<li><a href="Workweek_and_weekend" title="Workweek and weekend">Workweek and weekend</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="Wage" title="Wage">Wages</a> and <a href="Salary" title="Salary">salaries</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="Frisch_elasticity_of_labor_supply" title="Frisch elasticity of labor supply">Frisch elasticity of labor supply</a></li>

<li><a href="Global_labor_arbitrage" title="Global labor arbitrage">Global labor arbitrage</a></li>

<li><a href="Labour_economics" title="Labour economics">Labour economics</a></li>

<li><a href="Labor_share" title="Labor share">Labor share</a></li>

<li><a href="Labour_supply" title="Labour supply">Labour supply</a></li>

<li><a href="Living_wage" title="Living wage">Living wage</a></li>

<li><a href="Maximum_wage" title="Maximum wage">Maximum wage</a></li>

<li><a href="National_average_salary" title="National average salary">National average salary</a>

<ul><li><a href="List_of_countries_by_average_wage" title="List of countries by average wage">World</a></li>

<li><a href="List_of_European_countries_by_average_wage" title="List of European countries by average wage">Europe</a></li></ul></li>

<li><a href="Minimum_wage" title="Minimum wage">Minimum wage</a>

<ul><li><a href="Minimum_wage_in_Canada" title="Minimum wage in Canada">Canada</a></li>

<li><a href="List_of_European_countries_by_minimum_wage" title="List of European countries by minimum wage">Europe</a></li>

<li><a href="Minimum_wage_in_the_United_States" title="Minimum wage in the United States">United States</a></li></ul></li>

<li><a href="Price_elasticity_of_demand" title="Price elasticity of demand">Price elasticity of demand</a></li>

<li><a href="Progressive_wage" title="Progressive wage">Progressive wage</a>

<ul><li><a href="Progressive_wage" title="Progressive wage">Singapore</a></li></ul></li>

<li><a href="Overtime_rate" title="Overtime rate">Overtime rate</a></li>

<li><a href="Performance-related_pay" title="Performance-related pay">Performance-related pay</a></li>

<li><a href="Remuneration" title="Remuneration">Remuneration</a></li>

<li><a href="Salary_cap" title="Salary cap">Salary cap</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="Employee_benefits" title="Employee benefits">Benefits</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="Annual_leave" title="Annual leave">Annual leave</a></li>

<li><a href="Casual_Friday" title="Casual Friday">Casual Friday</a></li>

<li><a href="Child_care" title="Child care">Child care</a></li>

<li><a href="Disability_insurance" title="Disability insurance">Disability insurance</a></li>

<li><a href="Health_insurance" title="Health insurance">Health insurance</a></li>

<li><a href="Life_insurance" title="Life insurance">Life insurance</a></li>

<li><a href="Marriage_leave" title="Marriage leave">Marriage leave</a></li>

<li><a href="Parental_leave" title="Parental leave">Parental leave</a></li>

<li><a href="Pension" title="Pension">Pension</a>

<ul><li><a href="Pension_systems_by_country" title="Pension systems by country">By country</a></li></ul></li>

<li><a href="Sick_leave" title="Sick leave">Sick leave</a>

<ul><li><a href="Sick_leave_in_the_United_States" title="Sick leave in the United States">United States</a></li></ul></li>

<li><a href="Take-home_vehicle" title="Take-home vehicle">Take-home vehicle</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">Taxes</th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="Payroll_tax" title="Payroll tax">Payroll tax</a>

<ul><li><a href="Tax_bracket" title="Tax bracket">Tax bracket</a></li>

<li><a href="Income_tax" title="Income tax">Income tax</a>

<ul><li><a href="Negative_income_tax" title="Negative income tax">Negative</a></li></ul></li>

<li><a href="Disposable_income" title="Disposable income">Disposable income</a></li></ul></li>

<li><a href="Salary_packaging" title="Salary packaging">Salary packaging</a></li>

<li><a href="Unreported_employment" title="Unreported employment">Unreported employment</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="Occupational_safety_and_health" title="Occupational safety and health">Safety and health</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="Crunch_(video_games)" title="Crunch (video games)">Crunch</a></li>

<li><a href="Epilepsy_and_employment" title="Epilepsy and employment">Epilepsy and employment</a></li>

<li><a href="Human_factors_and_ergonomics" class="mw-redirect" title="Human factors and ergonomics">Human factors and ergonomics</a></li>

<li><a href="Karoshi" title="Karoshi">Karoshi</a></li>

<li><a href="List_of_countries_by_rate_of_fatal_workplace_accidents" title="List of countries by rate of fatal workplace accidents">List of countries by rate of fatal workplace accidents</a></li>

<li><a href="Occupational_burnout" title="Occupational burnout">Occupational burnout</a></li>

<li><a href="Occupational_disease" title="Occupational disease">Occupational disease</a></li>

<li><a href="Occupational_exposure_limit" title="Occupational exposure limit">Occupational exposure limit</a></li>

<li><a href="Occupational_health_psychology" title="Occupational health psychology">Occupational health psychology</a></li>

<li><a href="Occupational_injury" title="Occupational injury">Occupational injury</a></li>

<li><a href="Occupational_noise" title="Occupational noise">Occupational noise</a></li>

<li><a href="Occupational_stress" title="Occupational stress">Occupational stress</a></li>

<li><a href="Personal_protective_equipment" title="Personal protective equipment">Personal protective equipment</a></li>

<li><a href="Repetitive_strain_injury" title="Repetitive strain injury">Repetitive strain injury</a></li>

<li><a href="Right_to_sit" title="Right to sit">Right to sit</a>

<ul><li><a href="Right_to_sit_in_the_United_States" title="Right to sit in the United States">United States</a></li></ul></li>

<li><a href="Sick_building_syndrome" title="Sick building syndrome">Sick building syndrome</a></li>

<li><a href="Work_accident" title="Work accident">Work accident</a>

<ul><li><a href="Occupational_fatality" title="Occupational fatality">Occupational fatality</a></li></ul></li>

<li><a href="Workers'_compensation" title="Workers' compensation">Workers' compensation</a></li>

<li><a href="Workers'_right_to_access_the_toilet" title="Workers' right to access the toilet">Workers' right to access the toilet</a></li>

<li><a href="Workplace_health_promotion" title="Workplace health promotion">Workplace health promotion</a></li>

<li><a href="Workplace_phobia" class="mw-redirect" title="Workplace phobia">Workplace phobia</a></li>

<li><a href="Workplace_wellness" title="Workplace wellness">Workplace wellness</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="Equal_opportunity" title="Equal opportunity">Equal opportunity</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="Affirmative_action" title="Affirmative action">Affirmative action</a></li>

<li><a href="Employment_discrimination" title="Employment discrimination">Discrimination</a></li>

<li><a href="Equal_pay_for_equal_work" title="Equal pay for equal work">Equal pay for equal work</a></li>

<li><a href="Gender_pay_gap" title="Gender pay gap">Gender pay gap</a></li>

<li><a href="Glass_ceiling" title="Glass ceiling">Glass ceiling</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">Infractions</th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="List_of_corporate_collapses_and_scandals" title="List of corporate collapses and scandals">Corporate collapses and scandals</a>

<ul><li><a href="Accounting_scandals" title="Accounting scandals">Accounting scandals</a></li>

<li><a href="Control_fraud" title="Control fraud">Control fraud</a></li>

<li><a href="Corporate_behaviour" title="Corporate behaviour">Corporate behaviour</a></li>

<li><a href="Corporate_crime" title="Corporate crime">Corporate crime</a></li></ul></li>

<li><a href="Exploitation_of_labour" title="Exploitation of labour">Exploitation of labour</a></li>

<li><a href="Dress_code" title="Dress code">Dress code</a></li>

<li><a href="Employee_handbook" title="Employee handbook">Employee handbook</a></li>

<li><a href="Employee_monitoring" title="Employee monitoring">Employee monitoring</a></li>

<li><a href="Evaluation_(workplace)" class="mw-redirect" title="Evaluation (workplace)">Evaluation</a></li>

<li><a href="Labour_law" title="Labour law">Labour law</a></li>

<li><a href="Sexual_harassment" title="Sexual harassment">Sexual harassment</a></li>

<li><a href="Sleeping_while_on_duty" title="Sleeping while on duty">Sleeping while on duty</a></li>

<li><a href="Wage_theft" title="Wage theft">Wage theft</a></li>

<li><a href="Whistleblower" class="mw-redirect" title="Whistleblower">Whistleblower</a></li>

<li><a href="Workplace_bullying" title="Workplace bullying">Workplace bullying</a></li>

<li><a href="Workplace_harassment" title="Workplace harassment">Workplace harassment</a></li>

<li><a href="Workplace_incivility" title="Workplace incivility">Workplace incivility</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">Willingness</th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="Boreout" title="Boreout">Boreout</a></li>

<li><a href="Careerism" title="Careerism">Careerism</a></li>

<li><a href="Civil_conscription" title="Civil conscription">Civil conscription</a></li>

<li><a href="Conscription" title="Conscription">Conscription</a></li>

<li><a href="Critique_of_work" title="Critique of work">Critique of work</a></li>

<li><a href="Job_satisfaction" title="Job satisfaction">Job satisfaction</a></li>

<li><a href="McJob" title="McJob">McJob</a></li>

<li><a href="Refusal_of_work" title="Refusal of work">Refusal of work</a></li>

<li><a href="Slavery" title="Slavery">Slavery</a>

<ul><li><a href="Debt_bondage" title="Debt bondage">Bonded labour</a></li>

<li><a href="Human_trafficking" title="Human trafficking">Human trafficking</a></li>

<li><a href="Labor_camp" title="Labor camp">Labour camp</a></li>

<li><a href="Penal_labour" title="Penal labour">Penal labour</a></li>

<li><a href="Peon" title="Peon">Peonage</a></li>

<li><a href="Truck_wages" title="Truck wages">Truck wages</a></li>

<li><a href="Unfree_labour" class="mw-redirect" title="Unfree labour">Unfree labour</a></li>

<li><a href="Wage_slavery" title="Wage slavery">Wage slavery</a></li></ul></li>

<li><a href="Work_ethic" title="Work ethic">Work ethic</a></li>

<li><a href="Work%E2%80%93life_interface" class="mw-redirect" title="Work–life interface">Work–life interface</a>

<ul><li><a href="Downshifting_(lifestyle)" title="Downshifting (lifestyle)">Downshifting</a></li>

<li><a href="Slow_living" title="Slow living">Slow living</a></li></ul></li>

<li><a href="Workaholic" title="Workaholic">Workaholic</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="Termination_of_employment" title="Termination of employment">Termination</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="At-will_employment" title="At-will employment">At-will employment</a></li>

<li><a href="Dismissal_(employment)" title="Dismissal (employment)">Dismissal</a>

<ul><li><a href="Banishment_room" title="Banishment room">Banishment room</a></li>

<li><a href="Constructive_dismissal" title="Constructive dismissal">Constructive dismissal</a></li>

<li><a href="Wrongful_dismissal" title="Wrongful dismissal">Wrongful dismissal</a></li></ul></li>

<li><a href="Employee_offboarding" title="Employee offboarding">Employee offboarding</a></li>

<li><a href="Exit_interview" title="Exit interview">Exit interview</a></li>

<li><a href="Layoff" title="Layoff">Layoff</a></li>

<li><a href="Notice_period" title="Notice period">Notice period</a></li>

<li><a href="Resignation" title="Resignation">Resignation</a>

<ul><li><a href="Letter_of_resignation" class="mw-redirect" title="Letter of resignation">Letter of resignation</a></li></ul></li>

<li><a href="Restructuring" title="Restructuring">Restructuring</a></li>

<li><a href="Retirement" title="Retirement">Retirement</a>

<ul><li><a href="Mandatory_retirement" title="Mandatory retirement">Mandatory retirement</a></li>

<li><a href="Microretirement" title="Microretirement">Microretirement</a></li>

<li><a href="Retirement_planning" title="Retirement planning">Retirement planning</a></li>

<li><a href="Retirement_spend-down" title="Retirement spend-down">Retirement spend-down</a></li></ul></li>

<li><a href="Severance_package" title="Severance package">Severance package</a>

<ul><li><a href="Golden_handshake" title="Golden handshake">Golden handshake</a></li>

<li><a href="Golden_parachute" title="Golden parachute">Golden parachute</a></li></ul></li>

<li><a href="Turnover_(employment)" class="mw-redirect" title="Turnover (employment)">Turnover</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="Unemployment" title="Unemployment">Unemployment</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="Barriers_to_entry" title="Barriers to entry">Barriers to entry</a></li>

<li><a href="Discouraged_worker" title="Discouraged worker">Discouraged worker</a></li>

<li><a href="Economic_depression" title="Economic depression">Economic depression</a>

<ul><li><a href="Great_Depression" title="Great Depression">Great Depression</a></li>

<li><a href="Long_Depression" title="Long Depression">Long Depression</a></li></ul></li>

<li><a href="Frictional_unemployment" title="Frictional unemployment">Frictional unemployment</a></li>

<li><a href="Full_employment" title="Full employment">Full employment</a></li>

<li><a href="Graduate_unemployment" title="Graduate unemployment">Graduate unemployment</a></li>

<li><a href="Involuntary_unemployment" title="Involuntary unemployment">Involuntary unemployment</a></li>

<li><a href="Jobless_recovery" title="Jobless recovery">Jobless recovery</a></li>

<li><a href="Phillips_curve" title="Phillips curve">Phillips curve</a></li>

<li><a href="Recession" title="Recession">Recession</a>

<ul><li><a href="Great_Recession" title="Great Recession">Great Recession</a></li>

<li><a href="Job_losses_caused_by_the_Great_Recession" title="Job losses caused by the Great Recession">Job losses caused by the Great Recession</a></li>

<li><a href="Lists_of_recessions" title="Lists of recessions">Lists of recessions</a></li>

<li><a href="Recession-proof_job" title="Recession-proof job">Recession-proof job</a></li></ul></li>

<li><a href="Reserve_army_of_labour" title="Reserve army of labour">Reserve army of labour</a></li>

<li><a href="Structural_unemployment" title="Structural unemployment">Structural unemployment</a></li>

<li><a href="Technological_unemployment" title="Technological unemployment">Technological unemployment</a></li>

<li><a href="Types_of_unemployment" class="mw-redirect" title="Types of unemployment">Types of unemployment</a></li>

<li><a href="Unemployment_benefits" title="Unemployment benefits">Unemployment benefits</a></li>

<li><a href="Unemployment_Convention%2C_1919" title="Unemployment Convention, 1919">Unemployment Convention, 1919</a></li>

<li><a href="Unemployment_extension" title="Unemployment extension">Unemployment extension</a></li>

<li><a href="List_of_countries_by_unemployment_rate" title="List of countries by unemployment rate">List of countries by unemployment rate</a></li>

<li><a href="Employment-to-population_ratio" title="Employment-to-population ratio">Employment-to-population ratio</a>

<li><a href="Wage_curve" title="Wage curve">Wage curve</a></li>

<li><a href="Youth_unemployment" title="Youth unemployment">Youth unemployment</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">Public programs</th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em">

<ul><li><a href="Workfare" title="Workfare">Workfare</a></li>

<li><a href="Unemployment_insurance" class="mw-redirect" title="Unemployment insurance">Unemployment insurance</a></li>

<li><a href="Job_creation_program" class="mw-redirect" title="Job creation program">Job creation program</a></li>

<li><a href="Job_creation_index" title="Job creation index">Job creation index</a></li>

<li><a href="Job_guarantee" title="Job guarantee">Job guarantee</a></li>

<li><a href="Employer_of_last_resort" title="Employer of last resort">Employer of last resort</a></li>

<li><a href="Guaranteed_minimum_income" title="Guaranteed minimum income">Guaranteed minimum income</a></li>

<li><a href="Right_to_work" title="Right to work">Right to work</a></li>

<li><i>Historical:</i></li>

<li><a href="Civil_Works_Administration" title="Civil Works Administration">Civil Works Administration</a></li>

<li><a href="Works_Progress_Administration" title="Works Progress Administration">Works Progress Administration</a></li></ul>

<p><a href="Comprehensive_Employment_and_Training_Act" title="Comprehensive Employment and Training Act">Comprehensive Employment and Training Act</a>

</p>

<ul><li><a href="Bullshit_job" title="Bullshit job">Bullshit job</a></li>

<li><a href="Credentialism_and_educational_inflation" class="mw-redirect" title="Credentialism and educational inflation">Credentialism and educational inflation</a></li>

<li><a href="Emotional_labor" title="Emotional labor">Emotional labor</a></li>

<li><a href="Evil_corporation" title="Evil corporation">Evil corporation</a></li>

<li><a href="Going_postal" title="Going postal">Going postal</a></li>

<li><a href="Labor_rights" title="Labor rights">Labor rights</a></li>

<li><a href="Narcissism_in_the_workplace" title="Narcissism in the workplace">Narcissism in the workplace</a></li>

<li><a href="Post-work_society" title="Post-work society">Post-work society</a></li>

<li><a href="Presenteeism" title="Presenteeism">Presenteeism</a></li>

<li><a href="Psychopathy_in_the_workplace" title="Psychopathy in the workplace">Psychopathy in the workplace</a></li>

<li><a href="Sunday_scaries" title="Sunday scaries">Sunday scaries</a></li>

<li><a href="Slow_movement_(culture)" title="Slow movement (culture)">Slow movement (culture)</a></li>

<li><a href="Toxic_leader" title="Toxic leader">Toxic leader</a></li>

<li><a href="Toxic_workplace" title="Toxic workplace">Toxic workplace</a></li>

<li><a href="Wage_compression" title="Wage compression">Wage compression</a></li>

<li><a href="Working_poor" title="Working poor">Working poor</a></li>

<li><a href="Workhouse" title="Workhouse">Workhouse</a></li></ul>

</div></td></tr><tr><td class="navbox-abovebelow" colspan="2"><div>

<dl><dt><span class="noviewer" typeof="mw:File"><span title="Template"></span></span> See also templates</dt></dl>

<ul><li>Aspects of corporations</li>

<li>Aspects of jobs</li>

<li>Aspects of occupations</li>

<li>Aspects of organizations</li>

<li>Aspects of workplaces</li>

<li>Corporate titles</li>

<li>Critique of work</li>

<li>Organized labor</li></ul>

</div></td></tr></tbody></table></div>

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<ul><li><a href="History_of_psychology" title="History of psychology">History</a></li>

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<li><a href="Portal%3APsychology" title="Portal:Psychology">Portal</a></li>

<li><a href="Psychologist" title="Psychologist">Psychologist</a></li></ul>

</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%;background:#CFE1FF;"><a href="Basic_science_(psychology)" title="Basic science (psychology)">Basic <br>psychology</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em">