TY - JOUR
T1 - Linking perceived external prestige and intentions to leave the organization
T2 - The mediating role of job satisfaction and affective commitment
AU - Carmeli, Abraham
AU - Freund, Anat
N1 - Funding Information:
We contacted Israel’s Ministry of Labor and Welfare and requested its approval and support to conduct this research project. After the research project was approved, we obtained from the Ministry a list of registered social workers working for nonprofit social service organizations in Israel. We administered structured surveys to 600 randomly selected social workers using the Ministry of Labor and Welfare’s internal mail system. The survey was also accompanied by a cover letter in which we described the study’s goals and scope and assured the respondents that the data would be confidential.
Funding Information:
We contacted the Department of Social Work in the health care division of Israel’s Ministry of Health and requested its approval and support for this research project. Using a list of names and addresses of the social workers’ unit heads and a letter from the Department of Social Work in the health care division of Israel’s Ministry of Health encouraging participation in the study, 390 structured surveys were distributed to each social worker through her or his personal mailbox. The survey was also accompanied by a cover letter from the researchers that described the study and assured the respondents that the data would be confidential. A prepaid university-addressed reply envelope addressed directly to the researchers was provided for each respondent.
PY - 2009/7
Y1 - 2009/7
N2 - The present study examines social workers' beliefs about the prestige that outsiders (e.g., patients, suppliers, competitors, and the public) attribute to their organization and the way these beliefs influence the social workers' commitment to the organization they work for, job satisfaction, and turnover intentions (i.e., intentions to leave the organization). We collected two primary data sets (N = 160 and N = 489, respectively) from social workers in nonprofit social service organizations in Israel in 2001 and 2002. In general, the results show that perceived (construed) external prestige results in higher employee commitment and satisfaction, which, in turn, leads to lower levels of intention to leave the organization. The implications of these findings for research on organizational image and employee commitment are discussed, with particular emphasis on social workers in nonprofit social service organizations.
AB - The present study examines social workers' beliefs about the prestige that outsiders (e.g., patients, suppliers, competitors, and the public) attribute to their organization and the way these beliefs influence the social workers' commitment to the organization they work for, job satisfaction, and turnover intentions (i.e., intentions to leave the organization). We collected two primary data sets (N = 160 and N = 489, respectively) from social workers in nonprofit social service organizations in Israel in 2001 and 2002. In general, the results show that perceived (construed) external prestige results in higher employee commitment and satisfaction, which, in turn, leads to lower levels of intention to leave the organization. The implications of these findings for research on organizational image and employee commitment are discussed, with particular emphasis on social workers in nonprofit social service organizations.
KW - Job satisfaction
KW - Nonprofit organizations
KW - Organizational commitment
KW - Organizational image
KW - Perceived external prestige
KW - Social workers
KW - Turnover intentions
UR - http://www.scopus.com/inward/record.url?scp=70449596040&partnerID=8YFLogxK
U2 - 10.1080/01488370902900873
DO - 10.1080/01488370902900873
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AN - SCOPUS:70449596040
SN - 0148-8376
VL - 35
SP - 236
EP - 250
JO - Journal of Social Service Research
JF - Journal of Social Service Research
IS - 3
ER -