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dc.contributor.author | Moses, Aaron R. | en_US |
dc.date.accessioned | 2013-03-20T19:11:23Z | |
dc.date.available | 2013-03-20T19:11:23Z | |
dc.date.issued | 2013-03-20 | |
dc.date.submitted | January 2012 | en_US |
dc.identifier.other | DISS-11894 | en_US |
dc.identifier.uri | http://hdl.handle.net/10106/11535 | |
dc.description.abstract | This dissertation examines organizational identification as a critical moderator of the outcomes of job embeddedness using a survey sample of employees from a hospital in the Southwestern United States. Results suggest that job embeddedness leads employees to develop different types of human and social capital depending on their organizational identification or disidentification. I conclude that employee outcomes are different depending on how employees view their job-embedded situations and argue that job embeddedness be reconceptualized to account for different reactions to job embeddedness based on organizational identification. Implications for researchers and managers are also discussed. | en_US |
dc.description.sponsorship | Benson, George S. | en_US |
dc.language.iso | en | en_US |
dc.publisher | Management | en_US |
dc.title | Understanding The Relationship Of Job Embeddedness With Social And Human Capital: The Importance Of Organizational Identification | en_US |
dc.type | Ph.D. | en_US |
dc.contributor.committeeChair | Benson, George S. | en_US |
dc.degree.department | Management | en_US |
dc.degree.discipline | Management | en_US |
dc.degree.grantor | University of Texas at Arlington | en_US |
dc.degree.level | doctoral | en_US |
dc.degree.name | Ph.D. | en_US |
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