Organizational identification and organizational commitment: Distinct aspects of two related concepts

By T. Gautam, Rolf van Dick, U. Wagner. 2004

318 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/0b79c99d5ebcd9219047318f213d249193165de9

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In Organizational Behavior and Human Resource Management

Citations in the corpus

Identification in Organizations: An Examination of Four Fundamental Questions (2008, background): “In contrast, we would expect OI to be more strongly related to variables that suggest an attractive, distinctive, and internally consistent organizational identity, shared fate with the organization, salient rival organizations, and self-sacrifice on behalf of the organization (Dutton et al., 1994; ”
Linking Perceived External Prestige and Intentions to Leave the Organization: The Mediating Role of Job Satisfaction and Affective Commitment (2009, background): “In addition, there is empirical evidence in support of this theoretical distinction between member identification and organizational commitment (see Gautam et al., 2004; Mael & Tetrick, 1992).”
Achieving organisational change through values alignment (2008, background): “This is referred to as the employee having an “affective organizational commitment” ( Gautam et al. , 2004”
Exploring predictors of organizational identification: Moderating role of trust on the associations between empowerment, organizational support, and identification (2010, background): “In their study of five Nepalese organizations, Gautam, van Dick, and Wagner ( 2004 ) demonstrated that identification was distinguishable from four organizational commitment measures.”
Ethical Leadership: Assessing the Value of a Multifoci Social Exchange Perspective (2012, background): “…on affective commitment, not because it is the most widely studied forms of commitment (Lavelle et al. 2008) but because it is most closely related, theoretically, to social exchange and related variables (see Eisenberger et al. 1986; Van Knippenberg and Sleebos 2006; Gautam et al. 2004).”
The Effect of Ethical Leadership Behavior on Ethical Climate, Turnover Intention, and Affective Commitment (2014, unknown): “…of commitment, including commitment from necessity (continuous commitment), commitment from obligation (normative commitment), and the affective organizational commitment which is studied extensively and the most relevant form compared to the organizational identification (Gautam et al. 2004).”