Results 221 to 230 of about 953 (251)
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Quantitative analysis of impacts of employee engagement on continuance and normative commitment
International Journal of Services and Standards, 2013A positive relationship between employee engagement and affective commitment is already documented in the literature. However, we do not adequately know how engagement is associated with continuance and normative commitment. Using survey methodology we find that while engagement has a non-significant positive association with continuance commitment; it
Daniel Arturo Cernas Ortiz
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Affective, Normative and Continuance Commitment: Can the 'Right Kind' of Commitment be Managed?
Journal of Management Studies, 1999This study examines the multi‐dimensionality of organizational commitment: affective, normative and continuance (including the sub‐components of low perceived alternatives and high personal sacrifice), and how these are differentially related to a set of antecedents and consequences (i.e. turnover intentions, absenteeism and acceptance of change).
Roderick D. Iverson, Donna M. Buttigieg
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The combined influence of affective, continuance and normative commitment on employee withdrawal
Journal of Vocational Behavior, 2009Abstract In a sample of 288 hospital nurses, commitment profiles were compared to turnover intentions, job search behavior, work withdrawal (absenteeism and lateness) and job stress. Five empirically-derived commitment profiles emerged: highly committed, affective–normative dominant, continuance–normative dominant, continuance dominant, and ...
Mark Somers
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Journal of Vocational Behavior, 1996
Within the past few years, several studies have used the Affective, Continuance, and Normative Commitment Scales (Allen & Meyer, 1990; Meyer & Allen, 1984, 1991) to assess organizational commitment. The purpose of this paper is to review and evaluate the body of evidence relevant to the construct validity of these measures.
John Meyer, Natalie Allen
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Within the past few years, several studies have used the Affective, Continuance, and Normative Commitment Scales (Allen & Meyer, 1990; Meyer & Allen, 1984, 1991) to assess organizational commitment. The purpose of this paper is to review and evaluate the body of evidence relevant to the construct validity of these measures.
John Meyer, Natalie Allen
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Journal of Occupational Psychology, 1990
Organizational commitment has been conceptualized and measured in various ways. The two studies reported here were conducted to test aspects of a three‐component model of commitment which integrates these various conceptualizations.
John Meyer, Natalie Allen
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Organizational commitment has been conceptualized and measured in various ways. The two studies reported here were conducted to test aspects of a three‐component model of commitment which integrates these various conceptualizations.
John Meyer, Natalie Allen
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Affective, normative, and continuance commitment levels across cultures: A meta-analysis
Journal of Vocational Behavior, 2012Abstract With increasing globalization of business and diversity within the workplace, there has been growing interest in cultural differences in employee commitment. We used meta-analysis to compute mean levels of affective (AC; K = 966, N = 433,129), continuance (CC; K = 428, N = 199,831), and normative (NC; K = 336, N = 133,277) organizational ...
John Meyer +2 more
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Antecedents, Mediators, and Consequences of Affective, Normative, and Continuance Commitment
Review of Public Personnel Administration, 2007This study examines the constructs and the effects of three subdimensions of federal employees' organizational commitment—affective, normative, and continuance. Using the Merit Systems Protection Board (MSPB) 2000 survey instrument and employing an exploratory and confirmatory factor analysis, multivariate regression, and a structural equation model ...
Sung Min Park, Hal G Rainey
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Journal of Vocational Behavior, 2002
Abstract The authors conducted meta-analyses to assess (a) relations among affective, continuance, and normative commitment to the organization and (b) relations between the three forms of commitment and variables identified as their antecedents, correlates, and consequences in Meyer and Allen's (1991) Three-Component Model. They found that the three
John Meyer, David Stanley
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Abstract The authors conducted meta-analyses to assess (a) relations among affective, continuance, and normative commitment to the organization and (b) relations between the three forms of commitment and variables identified as their antecedents, correlates, and consequences in Meyer and Allen's (1991) Three-Component Model. They found that the three
John Meyer, David Stanley
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Journal of Management Development, 2006
PurposeTo determine the nature of the relationship between merger survivors' trust, hope, and normative and continuance commitment.Design/methodology/approachCorrelation and multiple regression studies.FindingsThe results indicate a statistically significant relationship between merger survivors' trust, hope, and normative commitment.
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PurposeTo determine the nature of the relationship between merger survivors' trust, hope, and normative and continuance commitment.Design/methodology/approachCorrelation and multiple regression studies.FindingsThe results indicate a statistically significant relationship between merger survivors' trust, hope, and normative commitment.
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