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Social Values & Society, 2022
Turnover is a phenomenon that often occurs in organizations. Organizations that are less able to manage human resources well will have an impact on the desire of workers to leave work. The commitment of a teacher in a school organization is able to have a big impact because it can improve the quality of the organization, improve teamwork, create a ...
Retno Dwiyanti +3 more
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Turnover is a phenomenon that often occurs in organizations. Organizations that are less able to manage human resources well will have an impact on the desire of workers to leave work. The commitment of a teacher in a school organization is able to have a big impact because it can improve the quality of the organization, improve teamwork, create a ...
Retno Dwiyanti +3 more
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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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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 ...
null Sung Min Park, Hal G. Rainey
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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 ...
Meyer, John +5 more
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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 A. Cernas Ortiz +2 more
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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.
Natalie J. Allen, John P. Meyer
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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.
Natalie J. Allen, John P. Meyer
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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.
, Allen, , Meyer
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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.
, Allen, , Meyer
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Influence of psychological empowerment on affective, normative and continuance commitment
Journal of Indian Business Research, 2011PurposePsychological empowerment and organizational commitment continues to be of interest to researchers as well as practitioners. There are several researches on organizational commitment. The research with respect to psychological empowerment, which is emerging as very important factor for employees of service sector is rare.
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Social factors on continuous and normative commitment of Doctors: study of Doctors in Tehran
Bioethics Journal, 2016Introduction: In the all profession and jobs existing, degree of continuous and normative commitment is of notable pillar and requirement of interest, satisfaction, delight, motivation to work, long-term investment in job and work quality and services.
Tavakkol, Mohammad, Yahak, Sajjad
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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 ...
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