Normative commitment in the workplace: A theoretical analysis and re-conceptualization

By John P. Meyer, Natalya M. Parfyonova. 2010

430 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/3db0680f94a85e0110df6b2d2eda9127fa413c93

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In Demography

In Organizational Behavior and Human Resource Management

Citations in the corpus

Organizational Mindfulness and Mindful Organizing: A Reconciliation and Path Forward (2012, background): “…operational outcomes for schools), it is possible that it could generate normative commitment in the form of a moral duty rather than indebtedness (Meyer & Parfyonova, 2010) and lead employees to fulfil their obligations to their organization (e.g., by using all of their skills, collaborating…”
AN INVESTIGATION OF EFFECTIVENESS OF SIMULATION IN DEVELOPING ORAL SKILLS: A CASE STUDY (2013, neutral): “Human Resource Management Review, 11, 299326. Meyer, J. P., and Parfyonova, N. M. (2010). Normative commitment in the workplace: a theoretical analysis and re-conceptualization.”
Organizational commitment, organization-based self-esteem, emotional exhaustion and turnover: A conservation of resources perspective (2011, background): “NC is driven by a sense of reciprocity and reflects the perceived obligation to ‘do the right thing’ (Meyer and Parfyonova, 2010).”
Profiles of dual commitment to the occupation and organization: Relations to well-being and turnover intentions (2015, background): “However, given that obligations can have “two faces”—moral duty and indebted obligation (Meyer & Parfyonova, 2010)—this must be done with caution.”
Organizational Commitment in the Military: Application of a Profile Approach (2013, background): “We speculate that it will have something to do with how the organization promotes its values and how these values are internalized by personnel (Meyer & Parfyonova, 2010).”
Employee commitment and well-being: A critical review, theoretical framework and research agenda (2010, background): “As we noted earlier, this inconsistency may be due to the dual nature of NC. Obligations can be experienced as a moral imperative when combined with strong AC and as a sense of binding indebtedness when combinedwith strong CC andweak AC (Gellatly et al., 2006;Meyer & Parfyonova, 2010).”
Examination of the Relationships Between Servant Leadership, Organizational Commitment, and Voice and Antisocial Behaviors (2015, background): “…attention to the moral significance of their actions toward the organization and its members (González and Guillén 2008; Meyer et al. 2004; Meyer and Parfyonova 2010), therefore making them less likely to voluntarily harm them (i.e., through antisocial behaviors; Hershcovis et al.…”
Leadership styles and organizational commitment: literature review (2016, background): “Meyer and Parfyonova (2010) believe that normative commitment has two faces: “moral duty and indebted obligation” (p. 284).”
Dual commitment to organization and supervisor: A person-centered approach (2015, background): “Thus it is not surprising that as POS and PSS increased, employees were more likely to experience a sense of moral commitment (i.e., AC/NCdominant, a desire to do what is right; Meyer & Parfyonova, 2010) which, in turn, led to lower levels of turnover.”