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Presents state of the practice information about the various actions transit agencies (and other employers) have taken to help ensure the availability of quality employees in an increasingly competitive employment environment. It focuses on the practices and policies transit agencies have put in place to help minimize absenteeism at their agencies, from which other agencies may find useful applications.
Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover summarizes the theory and research on employee-organization linkages, including the processes through which employees become linked to work organizations, the quality of such linkages, and how linkages are weakened or severed. The text identifies the determinants of employee commitment, absenteeism, and turnover, as well as their consequences for the individual, work groups, and the larger organization. The book also presents conceptual models on how employees become committed to, decide to be absent from, and decide to leave their organizations. Human resource practitioners, managers, employers, and industrial psychologists will find the book very informative and insightful.
Many introductory texts claim to make sociology relevant to student interests. Perhaps no other text has done this so completely - and engagingly - as Connecting Sociology to Our Lives. Tim Delaney not only uses popular and contemporary culture examples, he explains sociology thoroughly within the frame of the contemporary culture of students - a culture shaped by political, economic, and environmental trends just as much as by today's pop stars. This book will help academics to engage their students in sociology through the prism of their own culture. It involves students in critical thinking and classroom discussion through the book's many 'What Do You Think?' inserts, and will inspire them to careers with the book's unique chapter, 'Sociology's Place in Society: Completing the Connection'.
"Employee-organization relationship" is an overarching term that describes the relationship between the employee and the organization. It encompasses psychological contracts, perceived organizational support, and the employment relationship. Remarkable progress has been made in the last 30 years in the study of EOR. This volume, by a stellar list of international contributors, offers perspectives on EOR that will be of interest to scholars, practitioners and graduate students in IO psychology, business and human resource management.