Perceived External Prestige, Organizational Identification and Affective Commitment: A Stakeholder Approach
By Abraham Carmeli, Gershon Gilat, Jacob Weisberg. 2006
154 citations recorded by the source corpus.
Subfields: Organizational Behavior and Human Resource Management, Strategy and Management
View Paper: https://www.semanticscholar.org/paper/061086a9c909f97fb733825ee45cca70a441a82a
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Organizational Behavior and Human Resource Management
- Arménio Rego
- Miguel Pina e Cunha
- Susana Leal
- Gaëtane Caesens
- Géraldine Marique
- Florence Stinglhamber
- M. Tuna
- Elizabeth Volpe
In Strategy and Management
- M. Tuna
- Elizabeth Volpe
- Jorge Faria
- Susana Leal
- C. Pinho
- Candace Jones
- Sıddık Arslan
- Ayşen Akbaş Tuna
Citations in the corpus
- How the Perceptions of Five Dimensions of Corporate Citizenship and Their Inter-Inconsistencies Predict Affective Commitment (2010, background): “It is also possible that employees develop a higher sense of external prestige from their organizations, thus strengthening their affective well-being and affective bonds to the organization (Carmeli et al., 2006; Herrbach, 2006; Herrbach and Mignonac, 2004; Herrbach et al., 2004).”
- Organizational identification: Extending our understanding of social identities through social networks† (2011, background): “…found organizational prestige to predict members’ organizational identification for a college (Mael & Ashforth, 1992), art museum (Bhattacharya, Rao, & Glynn, 1995), law firms, electronics and media organizations (Carmeli et al., 2006), non-profit, bank, and utility firms (Smidts et al., 2001).”
- The effects of the perceived external prestige of the organization on employee deviant workplace behavior: The mediating role of job satisfaction (2016, background): “PEP has become increasingly one of the most studied concepts in organizational settings by researchers and practitioners because of its role as an influential mediator in forming employee attitudes and attachment to their organizations (Carmeli et al., 2006; Çiftçioğlu and Sabuncuoğlu, 2011).”
- The Relationship Between Perceived Organizational Support and Affective Commitment (2013, background): “In a similar vein, Cheney and Tompkins (1987) suggested that “identification is the appropriation of identity and commitment is the binding to action” (p.”