Affective organizational commitment of workers in Chinese joint ventures

By Yui-tim Wong, H. Ngo, Chi-Sum Wong. 2002

131 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/2b35513afec5df73d45e3a37dccc2ee7d053dc4b

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In Demography

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Effects of organizational justice, trust and commitment on employees' deviant behavior (2011, background): “Prior research has shown that trust is an important predictor of employees’ behavior in organizations and is a major determinant of relationship commitment (Ruppel & Harrington, 2000; Schindler & Thomas, 1993; Wong et al., 2002).”
Procedural Justice, Work Engagement, and Job Outcomes: Evidence from Nigeria (2011, background): “In another study of employees in four joint venture factories in China, trust in organization fully mediated the relationship between procedural justice and affective organizational commitment ( Wong, Ngo, & Wong, 2002 ).”
Knowledge Sharing: Influences of Trust, Commitment and Cost (2012, background): “There is considerable support that organizational commitment is an important predictor of organizational outcomes including in-role job performance and pro-social behaviors (Wong et al., 2002).”
Linking Leader-Member Exchange and Employee Work Outcomes: The Mediating Role of Organizational Social and Economic Exchange (2009, unknown): “As suggested by Wong et al. (2005), when subordinates are uncertain about the organization's obligations to mem in the long run, they tend to focus on short-term and narrowly defined benefits instead.”
Work values, job satisfaction and organizational commitment in China (2012, background): “Second, consistent with general expectations, the findings also demonstrate that the extent of employees’ various facets of job satisfaction significantly influence the commitment to their organizations (Meyer & Smith, 2000; Rosenblatt & Ruvio, 1996; Whitener, 2001; Wong et al., 2002).”
How the Perceptions of Five Dimensions of Corporate Citizenship and Their Inter-Inconsistencies Predict Affective Commitment (2010, background): “, 1994) and increase distrust, suspicion, cynicism, and perceived organizational hypocrisy and, consequently, decrease affective commitment (Dean et al., 1998; Kramer, 1999; Philippe and Koehler, 2005; Tan and Lim, 2009; Wong et al., 2002).”
Collectivism, individualism, and outgroup cooperation in a segmented China (2007, background): “When examining research related to employee identification in Chinese firms, turnover intentions were negatively correlated with organizational identification (e.g., Wong, Ngo, & Wong, 2002; Chen & Francesco, 2000).”
Mediating Role of Affective Commitment in HRM Practices and Turnover Intention Relationship: A Study in a Developing Context (2011, unknown): “According to Wong et al. (2002) argument the organizations that provide high assurances of job security invoke a reciprocal employee attitudinal and behavioral commitment to the organization.”