Please use this identifier to cite or link to this item: https://hdl.handle.net/10356/52531
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dc.contributor.authorNg, Jenard Jia Lin.
dc.contributor.authorTham, Diana Yuchuan.
dc.date.accessioned2013-05-16T08:34:54Z
dc.date.available2013-05-16T08:34:54Z
dc.date.copyright2013en_US
dc.date.issued2013
dc.identifier.urihttp://hdl.handle.net/10356/52531
dc.description.abstractThis paper discusses the reasons for which individuals choose to remain in work environments despite evident dissatisfaction. Firstly, job dissatisfaction and workplace dissatisfaction are defined, and their importance to workplace and society is discussed. Secondly, five factors are introduced to explain how they encourage employees to stay on in spite of dissatisfaction, or by reducing this dissatisfaction. These five factors are: (a) escalation of commitment and self-justification, (b) organizational commitment, (c) job engagement, (d) job embeddedness, and (e) social exchange. Finally, general, evidence- based recommendations to reduce job and workplace dissatisfaction are proposed for organizations to reduce employee turnover intentions. Hence, this paper seeks a greater understanding of the reasons behind this irrational behavior of staying on in spite of dissatisfaction, and attempts to help organizations counter dissatisfaction and turnover intentions with the recommendations provided.en_US
dc.format.extent62 p.en_US
dc.language.isoenen_US
dc.rightsNanyang Technological University
dc.subjectDRNTU::Social sciences::Psychology::Applied psychologyen_US
dc.subjectDRNTU::Social sciences::Psychology::Motivationen_US
dc.titleWhy do people remain in spite of job and workplace dissatisfaction.en_US
dc.typeFinal Year Project (FYP)en_US
dc.contributor.schoolSchool of Humanities and Social Sciencesen_US
dc.description.degreeBachelor of Artsen_US
dc.contributor.supervisor2Xu Hongen_US
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Appears in Collections:HSS Student Reports (FYP/IA/PA/PI)
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