Managing workplace commitment by putting people first

By James C. McElroy. 2001

171 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/38b304940750c7e1d3df88cf178d2dabd9f745be

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

1. P. M. Bal
2. X. Lub
3. R. Blomme
4. René Schalk
5. M. Coetzee
6. A. Veenendaal
7. A. Chughtai
8. Nico Martins

In Social Psychology

1. M. Coetzee
2. Nico Martins
3. Sohail Zafar
4. A. Bos‐Nehles
5. P. M. Bal
6. Guy Paré
7. R. Blomme
8. Michel Tremblay

In Sociology and Political Science

1. P. M. Bal
2. X. Lub
3. R. Blomme
4. A. Veenendaal
5. René Schalk
6. Nico Martins
7. Sohail Zafar
8. A. Bos‐Nehles

Citations in the corpus

• Organisational culture, employee satisfaction, perceived leader emotional competency and personality type: An exploratory study in a South African engineering company (2007, background): “Training and development and career opportunities were also found to be significant retention factors (Kochanski & Ledford, 2001; Mcelroy, 2001).”
• Different or alike?: Exploring the psychological contract and commitment of different generations of hospitality workers (2012, background): “commitment have also been strongly related to turnover intention, job performance and actual turnover ( Jaros, 1997; McElroy, 2001; Meyer and Herscovitch, 2001).”
• Antecedents and Consequences of Organizational Commitment Among Pakistani University Teachers (2006, background): “According to McElroy (2001), job security may induce commitment due to several reasons.”
• The Influence of High-Involvement Human Resources Practices, Procedural Justice, Organizational Commitment, and Citizenship Behaviors on Information Technology Professionals' Turnover Intentions (2007, background): “Meyer and Allen (1997) and McElroy (2001) have suggested that HR practices positively influence continuance commitment.”
• Perceptions of HR practices and innovative work behavior: the moderating effect of an innovative climate (2019, background): “If employees feel that their organization trusts them, supports them, and treats them fairly, they may sense a need to reciprocate (McElroy, 2001) through innovative behavior.”
• Relationship between leadership styles and dimensions of employee organizational commitment: a critical review and discussion of future directions (2014, unknown): “Many researchers found that an organization’s success is determined, in part, by having a high degree of organizational commitment (Jassawalla & Sashittal, 2003; Brooks, 2002; McElroy, 2001).”