Commitment in the workplace: toward a general model

By John P. Meyer, Lynne Herscovitch. 2001

3,580 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/1d9a5ba3509fff0d9ad83df7cf2df26aff3bdbc6

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Citations in the corpus

New development of organizational commitment: A critical review (1960 - 2009) (2010, background): “Meyer and Allen's Continuous commitment, Affective commitment and Normative commitment with CCS, ACS and NCS, has become the main instrument to evaluate employees’ behavior for their need to, want to and ought to operate in their organization.”
Combined effects of the three commitment components on focal and discretionary behaviors: A test of Meyer and Herscovitch’s propositions☆ (2006, methodology): “As Meyer and Herscovitch (2001) proposed, the Table 4 Simple slopes for citizenship behavior on three commitment components”
Organizational Commitment in the Military: Application of a Profile Approach (2013, background): “Indeed, if one considers voluntarily completing an organizational survey as an example of OCB, a low response rate among the uncommitted is exactly what would be predicted according to the TCM (Meyer & Allen, 1997; Meyer & Herscovitch, 2001).”
“I” is to continuance as “We” is to affective: the relevance of the self‐concept for organizational commitment (2006, background): “In their model, Meyer and Herscovitch (2001) proposed that identity reference is a 552 R.”
Corporate Social Responsibility and Employee–Company Identification (2010, background): “sional construct involving affective, continuous, and normative components (Allen and Meyer, 1990; Gilliland and Bello, 2002; Meyer and Herscovitch, 2001; Verhoef et al., 2002).”
Employee commitment and well-being: A critical review, theoretical framework and research agenda (2010, methodology): “Another important development in commitment research has been the increase in attention given to other workplace commitments (cf. Becker, 1992; Meyer & Herscovitch, 2001), including commitments to other organizations (e.g., professions and unions; see Vandenberghe, 2009), people (e.g., supervisors…”
Managing rewards to enhance relational worth (2011, background): “For example, Meyer et al. (2004 ,p . 991), point out that “commitment is one component of motivation and, by integrating theories of commitment and motivation, we gain a better understanding of the two processes themselves.” Commitment, which is a narrower concept than motivation, explains what moti”
A Multifoci Person-Centered Perspective on Workplace Affective Commitment: A Latent Profile/Factor Mixture Analysis (2011, background): “Although this desire to classify has long existed in psychology Morin et al. 59 (e.g., Allport, 1937), it is fairly recent in the field of WAC (Becker, 1992; Meyer & Herscovitch, 2001; Meyer, Stanley, et al., 2002; Reichers, 1985).”
Relational Job Design and the Motivation to Make a Prosocial Difference (2007, result): “Consistent with past research on commitment (e.g., Meyer & Herscovitch, 2001), affective commitment to beneficiaries describes both the form (affective) and target (beneficiaries) of the employee’s commitment.”
Multiple-Group Analysis of Similarity in Latent Profile Solutions (2016, background): “The one exception is the NC-Dominant (Profile 4), which, although proposed by Meyer and Herscovitch (2001), has generally not been detected in previous person-centered analytic studies (Meyer et al., 2013).”