The validity of the three-component model of organizational commitment in a Chinese context

By Yuqiu Cheng, Margaret S. Stockdale. 2003

237 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/336e4f889833c4ef21774a9357b41889c5d4db9d

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In Organizational Behavior and Human Resource Management

Citations in the corpus

Organizational Commitment Profiles and Job Satisfaction among Greek Private and Public Sector Employees (2007, background): “Cho and Lee (2001) argue that organizational culture and societal values determined the differences in commitment between public and private sector managers in South Korea.”
Cross-cultural organizational behavior. (2007, background): “In China, Cheng & Stockdale (2003) found that NC reduced the relationship between continuance commitment and job satisfaction, and Chen & Francesco (2003) found that NC moderated the impact of AC on organizational citizenship behavior and performance, providing further support for the primacy of NC…”
Organizational commitment in Chinese small- and medium-sized enterprises: the role of extrinsic, intrinsic and social rewards (2012, background): “This is in line with previous research, which indicates that these two components of commitment are very closely related in the Chinese context (Cheng and Stockdale 2003).”
Work values, job satisfaction and organizational commitment in China (2012, background): “In another study, Cheng and Stockdale ( 2003 ) test the construct validity of Meyer and Allen's ( 1991 ) three-component model of organizational commitment in China; they found that the model generally fit their Chinese data well.”
Organizational Commitment and Turnover Intentions: Impact of Employee's Training in Private Sector of Saudi Arabia (2013, result): “Results found are consistent with the findings of other researchers (Cheng & Stockdale, 2003; Newman et al. 2011).”
Effects of socially responsible human resource management on employee organizational commitment (2011, methodology): “A significant proportion of China’s state sector workforce has been surplus to requirements.”
Employee engagement: an examination of antecedent and outcome variables (2011, background): “In a recent study by Cheng and Stockdale (2003), the ITS demonstrated a coefficient alpha of .”
The impact of employee perceptions of training on organizational commitment and turnover intentions: a study of multinationals in the Chinese service sector (2011, background): “Our findings are consistent with the results of previous studies in China (Chen and Francesco, 2000; Cheng and Stockdale, 2003), confirming that organisational commitment is negatively related to turnover intentions, with affective commitment having a stronger impact as opposed to continuance commit”