The Organisational Commitment of Workers in OECD Countries

Andrew E. Clark

doi:10.5771/0935-9915-2011-1-8

Contents
- Chapter Expand | CollapseAuthorsPage
- 1–4 Titelei/Inhaltsverzeichnis 1–4
- 5–7 Introduction: Job Satisfaction Revisited Wenzel Matiaske, Gerd Grözinger Wenzel Matiaske, Gerd Grözinger 5–7
- 8–27 The Organisational Commitment of Workers in OECD Countries Andrew E. Clark Andrew E. Clark 8–27
- 28–46 Job Design and Job Satisfaction – Empirical Evidence for Germany? René Fahr René Fahr 28–46
- 47–64 Watch your Workers Win. Changing Job Demands and HRM Responses Luke Haywood Luke Haywood 47–64
- 65–83 ”Love it, change it, or leave it“– Understanding Highly-skilled Flexible Workers’ Job Satisfaction from a Psychological Contract Perspective Uta Wilkens, Daniel Nermerich Uta Wilkens, Daniel Nermerich 65–83
- 84–99 Job-satisfaction in the Broader Framework of the Capability Approach Ortrud Leßmann, Jean-Michel Bonvin Ortrud Leßmann, Jean-Michel Bonvin 84–99
- 100–101 Book Review 100–101
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mrev management revue , page 8 - 27

The Organisational Commitment of Workers in OECD Countries

Autoren

Andrew E. Clark

DOI
- doi.org/10.5771/0935-9915-2011-1-8
- ISSN: 0935-9915
- ISSN online: 1861-9908
Abstract

The degree to which workers identify with their firms, and how hard they are willing to work for them, would seem to be key variables for the understanding of both firm productivity and individual labour-market outcomes. This paper uses repeated cross-section ISSP data from 1997 and 2005 to consider three of measures of worker commitment. There are enormous cross-country differences in these commitment measures, which are difficult to explain using individual- or job-related characteristics. These patterns do, however, correlate with some country-level variables. While unemployment and inflation are both associated with lower commitment to an extent, economic and civil liberties are positively correlated with worker effort and pride in the firm.
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