A review of the organizational commitment literature has pointed out several advantages as well as some limitations of the approach advanced by Meyer and Allen (Meyer, P.J. and Allen, J.N. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.). The advantages include good psychometric properties of the current scales, acceptable discriminant validity o...

A study of 389 Taiwanese expatriates working in Mainland China was conducted to investigate the relationship between Hollingshead’s 2-Factor Index of Social Position and organizational commitment. The methods of data analysis used in this study consisted of exploratory factor analysis (EFA), internal consistency reliability, and one-way analysis of variance (ANOVA) with post hoc comparison test...

The social exchange view of commitment (R. Eisenberger, R. Huntington, S. Hutchison, & D. Sowa, 1986) suggests that employees' perceptions of the organization's commitment to them (perceived organizational support, or POS) creates feelings of obligation to the employer, which enhances employees' work behavior. The authors addressed the question of whether POS or the more traditional commitment ...

This research examines the influence of job satisfaction and three dimensions of organizational commitment (i.e., affective, continuance, and normative) on the intention to leave, job search activity, performance, and leadership effectiveness of executives. Job satisfaction and the commitment dimensions were hypothesized to negatively predict the retention-related variables. Results generally s...

This study explored the linkages between the five-factor model of personality and Meyer and Allen’s (1991) model of organizational commitment using a field sample. Results indicated that Extraversion was significantly related to affective commitment, continuance commitment, and normative commitment. Neuroticism, Conscientiousness, and Openness to Experience were all significantly related to con...

A 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 has a positive association with normative ...

Although several studies have empirically supported the distinction between organizational identification (OI) and affective commitment (AC), there is still disagreement regarding how they are related. Precisely, little attention has been given to the direction of causality between these two constructs and as to why they have common antecedents and outcomes. This research was designed to fill t...

Background: Organizational commitment and its significant impact on the job satisfaction and performance has been the subject of many studies. Regarding the importance of organizational behavior and its role in service quality, the purpose of this study was to explore the relationship between nurses’ organizational commitment and hospital services in order to improve its qu...

OBJECTIVE The commitment of employees is affected by several factors, including factors related to the organizational climate. The aim of this study was to investigate the relationship between organizational commitment of nurses and the organizational climate in hospital settings. METHODS A cross-sectional study was conducted in 2014 at two teaching hospitals in Yazd, Iran. A total of 90 nurs...