ABSTRACT
This chapter compares alternative theoretical models relating Work Centrality (WRC) and Job Satisfaction of managers and professionals to antecedents and outcomes related to the individual and to the organization. The first proposed model is intended to be as parsimonious as theoretically justifiable. It posits relationships between WRC and its outcomes, and introduces personal-demographic and psychological antecedents to WRC that are considered to be relevant to these relationships. Very few studies have reported on the outcomes of WRC or even of Job Involvement. The outcomes studied referred mainly to effectiveness related variables, and included supervisors' ratings, objective performance ratings, self-reported performance, absenteeism, and turnover. One of the outcomes that have been linked both with Job Satisfaction and with WRC is organizational commitment. It indicates a global affective reaction, or attachment, of the individual to the employing organization, an attachment that is generally conceived to contain affectivity and continuance components.
