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Influence tactics are prevalent in the workplace and are linked to crucial outcomes such as career success and helping behaviours. The authors argue that sex role identity affects women’s choice of influence tactics in the workplace, but they only receive positive performance ratings when their behaviours are congruent with gender role expectation. Furthermore, the authors hypothesize that these relationships may be moderated by occupational continuance commitment. Results suggest that femininity is negatively related to the use of influence tactics overall, and this relationship is moderated by occupational continuance commitment.

In all, 657 women working in the construction industry were surveyed for their continuance occupational commitment and sex role identity and 465 supervisors whose responses are linked with the subordinates are surveyed for the women’s influence tactics and performance ratings.

Results suggested that femininity was negatively related to the use of influence tactics overall, and this relationship was moderated by occupational continuance commitment. Results also showed that women’s use of influence tactics was only positively received in terms of performance ratings when the influence tactic was congruent with gender role expectations.

The results of this current study suggest that not all women are equally likely to use influence tactics and not all tactics result in positive perceptions of performance. Feminine women in general refrain from using influence tactics unless they are driven to stay in a given occupation, but they only receive positive results when their behaviours are congruent with society’s gender role expectations.

Past research has mostly focused on broad differences between males and females, and this study has shown that there are more nuanced differences that can more accurately describe the effects of gender disposition (i.e. sex role identity) on influence tactics. It also emphasizes the importance of occupational commitment as a boundary condition, which influences women to step out of their gender roles even though they may be penalized with lower performance ratings.

As the shortage in the information technology (IT) workforce continues, it is becoming increasingly important to understand the cultural dimensions of IT occupations that attract or drive away potential IT professionals. In the present study, the authors take an occupational culture approach to study the cultural fit of newcomers to IT occupations and to understand how young people perceive the culture embedded in this occupational community as they become part of it.

The authors take a sequential mixed methodology approach composed of two phases, one qualitative and the other quantitative. In the first phase of the study, nine focus groups and 27 interviews with college students were conducted to learn about the challenges and barriers that they personally experienced while becoming part of the IT occupational community. The second phase used results from the first qualitative phase to design a survey instrument that was administered to 215 IT college students who were currently or had recently been involved in IT work experience to evaluate their cultural fit to the IT occupational culture (ITOC) and its influence on their occupational commitment.

The results suggest that women, ethnic minorities and those with less work experience encountered greater difficulty fitting into different dimensions of ITOC. The results also showed that cultural fit is a good predictor of occupational commitment and affective commitment in particular.

An initial survey instrument was developed to measure cultural fit to ITOC. This instrument can be further modified and adapted to be used in the hiring process by HR departments to measure cultural fit to organizational subcultures, such as the one in the IT occupational group.

This paper constitutes an important contribution to the rigor and development of the theory and research of human resources in information technologies.

The purpose of this paper is to examine potential predictors of nurses' intention to leave the nursing profession. Specifically, this study investigates whether perceptions of the interpersonal work environment, work‐home interference, and subsequent job satisfaction, would predict occupational turnover intentions beyond the impact of nurses' occupational commitment.

A questionnaire is completed twice, with a one‐year interval by 1,187 registered nurses. Data were collected between October 2002 and June 2003.

The outcomes of structural equation modelling analyses reveal that an unsupportive work environment, low leadership quality, and high work‐to‐home interference results in lower job satisfaction, which, in turn, predicts nurses' intention to leave the profession one year afterwards, when controls for occupational commitment. Work‐to‐home interference shows an additional, direct relationship with occupational turnover intentions.

The findings have implications for organizational and individual interventions, indicating that nurses' withdrawal from the profession may be prevented by extending nurses' social support at work, helping them to combine work with non‐work, and improving the leadership quality of their supervisors.

Job satisfaction and work‐context factors explain additional variance in intention to leave nursing, beyond the effect of occupational commitment. Leadership quality is the strongest predictor of intention to leave nursing. Job satisfaction plays an intervening role in the relationship between work context and intention to leave nursing.

This purpose of this paper is to investigate the relationship between dimensions of commitment to the profession of business, and ascribed importance of various organisational characteristics to the first full‐time job following graduation.

Business administration students (n=446) completed surveys on dimensions of their commitment to the profession of business and the importance they ascribed to having certain organisational characteristics in their first full‐time job (n=132). Confirmatory factor analysis of commitment scales, principal component analysis of organisational characteristics, and canonical correlations were used.

Affective occupational commitment was differentially, positively associated with the importance ascribed to working in an organisation that offers opportunities for professional development. Normative occupational commitment was differentially, positively associated with the importance ascribed to working in a reputable organisation that is devoted to diversity and social responsibility.

Additional evaluation using multi‐source and behavioural data would be useful.

Knowledge of the relationship between types of occupational commitment and desired organisational characteristics among university students could inform organisational positioning relative to recruitment.

Results reported in this paper demonstrate the potential relevance of occupational commitment components into the processes of recruitment and applicant attraction among university students.

This paper aims to examine employee perceptions of the labor market in the employee turnover intention model and explores how different situations outside work (labor market conditions) play a role in employee-organizational membership. In addition, it also examines the mediating role of commitment in the relationship between stress and the turnover model.

Data were collected from 628 private school teachers working in the economically depressed state of J&K (India), which were randomly selected. Confirmatory factor analysis was used for validation of a scale. Structural equation modeling and PROCESS by Hayes was used to test the hypothesized relationships between the study variables.

The antecedents of occupational stressors contribute negatively toward employees’ psychological state resulting in undesirable employee-organizational relationships such as high turnover intentions and low organizational commitment. Nevertheless, lack of external job opportunities compels employees to maintain organizational membership, even though against the stressful working environment.

This study while acknowledging the inherent limitations, questionnaires are susceptible to and single sectional nature of the study poses limitations.

The practical implication explains that the employee and organization relationship is governed more by external economic conditions than by the psychological feelings of the employees toward the organization (organizational commitment). As also, the moral system of employees, as well as their feelings toward the noble profession makes them feel morally exalted and this binds them to the membership of the organization.

This study mainly focuses on, to understand if and how the conditions of the labor market relate to the employees’ attitudes. This would enable us to gain more insights to the systematic relations of employees’ attitudinal variables such as occupational stress, organizational commitment and employee turnover intentions.

Based on the role congruity theory (RCT), this study aims to determine the effects of gender roles on life satisfaction and occupational commitment levels of female employees working in law enforcement.

Hypotheses were tested through a series of hierarchical regression analyses on the data collected from 394 female respondents who are having their first year in law enforcement.

Both male and female gender roles were positively related to the life satisfaction levels of women working in law enforcement. Female gender role was also positively linked to higher levels of occupational commitment. The link between male gender role and occupational commitment was nonlinear; therefore, the positive relationship between the variables turns into a negative one for higher levels of male gender role.

This study furthers the understanding of RCT and its implications regarding how gender roles link to work-related outcomes, especially for women working in a male-dominated work context.

This study draws upon the theory of eudaimonic motivation to develop a model that explains job performance in high-tech industry. This study aims to clarify through what mediating mechanism employees' social interaction and self-efficacy can substantially influence their job performance. At the same time, competence enhancement is examined as a moderator that influences the effects of social interaction and self-efficacy.

The hypotheses developed in this study were empirically tested by collecting three-source data from a leading international business company in Taiwan's high-tech industry. The survey data of this study were first analyzed using confirmatory factor analysis and hierarchical regression analysis for testing the hypotheses of the study. Post hoc tests were then performed using structural equation modeling and bootstrapping analysis for the purpose of double verifications.

This study finds that social interaction and self-efficacy relate to job performance via the full mediation of occupational commitment and achievement striving. Besides, the relationship between social interaction and occupational commitment is positively moderated by competence enhancement, while the relationship between self-efficacy and occupational commitment is negatively moderated by competence enhancement.

This work shows important findings that complement previous research on personnel performance and competence. First, this work confirms that social interaction and self-efficacy play critical roles for indirectly influencing job performance through the full mediation of occupational commitment and achievement striving among engineers in high-tech industry. Second, the moderating effects of competence enhancement on the relationships between social interaction and occupational commitment and between self-efficacy and occupational commitment are confirmed by this study.

Despite an evident increase in the number of women joining Science, Technology, Engineering and Mathematics (STEM) majors at universities, the recruitment and retainment of women in STEM occupations continue to be a substantial challenge. The aim of this research is to investigate several individual and contextual factors that could increase the representation of women in STEM fields.

The authors report the results of a questionnaire survey of women (n = 375) working in STEM industries in the Middle East and North Africa region who have or had a mentor during their careers. Structural equation modelling is used to examine the proposed hypotheses.

The results indicate that both mentoring and coping self-efficacy positively influence affective occupational commitment. Coping self-efficacy is also found to partially mediate the relationship between mentoring and affective occupational commitment.

The authors recommend that researchers and practitioners give more attention to the contextual factors such as mentoring and its contribution to the coping self-efficacy and affective occupational commitment of employees in STEM occupations.

In this study, the authors investigate individual and contextual factors that have potential to enhance women's occupational commitment in STEM industries based on the Career Self-Management Model.

Despite continuing under-representation of women in science, technology, engineering and mathematics (STEM) fields, the literature still falls short on identifying and explaining the factors that could contribute to women's persistence and commitment. The purpose of this research is to identify cognitive and behavioral factors that will support the occupational commitment of women in STEM.

Quantitative analysis is based on a questionnaire survey of 375 women working in STEM in the Middle East region. Multiple regression and bootstrapping methods were employed in the analysis of the data.

The results support the following hypotheses: personal skills development has a positive impact on affective occupational commitment and coping self-efficacy, and coping self-efficacy mediates the relationship between personal skills development and affective occupational commitment.

This study adds insights on the dynamic approaches adopted by women in STEM fields to overcome occupational career challenges by testing several internal drivers, coping self-efficacy and personal learning.

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.