Extension of the three-component model of commitment to five foci - Development of measures and substantive test

By Florence Stinglhamber, Kathleen Bentein, Christian Vandenberghe. 2002

226 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/4294cc987ac16dfd656aaaca2401a61aa06a871b

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

In Strategy and Management

Citations in the corpus

Motivation, commitment, and intentions of volunteers at a large Canadian sporting event (2007, background): “Two of the five factors, organization and supervisor, have been acknowledged as relevant to volunteer studies (Stinglhamber et al., 2002); however, neither have been extensively linked to the sport sector or intentions to remain.”
The Multidimensional Nature of Continuance Commitment: Commitment Owing to Economic Exchanges Versus Lack of Employment Alternatives (2011, methodology): “Fortunately, there is a growing body of research which specifies COC as being multidimensional (e.g., Bentein et al. 2005; Stinglhamber et al. 2002 ).”
A Multifoci Person-Centered Perspective on Workplace Affective Commitment: A Latent Profile/Factor Mixture Analysis (2011, background): “Unfortunately, few studies included more than two or three foci at a time (Cohen, 2000; Stinglhamber et al., 2002) or verified whether the relations changed according to specific foci (Cohen, 1993; Vandenberghe et al.”
Perceived Support as a Mediator of the Relationship Between Justice and Trust (2006, background): “…gain a deeper understanding of the social exchange basis underlying employee work attitudes and behaviors, researchers need to distinguish among, and to examine simultaneously, different foci pertaining to the workplace (e.g., Becker et al., 1996; Masterson et al., 2000; Stinglhamber et al., 2002).”
Organizations and supervisors as sources of support and targets of commitment: a longitudinal study (2003, methodology): “Affective commitment to the organization To measure employees’ affective attachment to the organization, we relied on a revised version of Meyer, Allen, and Smith’s (1993) scale which has been previously validated in French (Stinglhamber et al., 2002; Vandenberghe, Stinglhamber, Bentein, & Delhaise,”
Organization-, supervisor-, and workgroup-directed commitments and citizenship behaviours: A comparison of models (2002, methodology): “Based on preliminary interviews and on commitment scales previously validated in French (Stinglhamber et al., 2002), we retained four items for measuring affective commitment to the organization, three items for capturing affective commitment to the supervisor, and three items tapping affective comm”
Employee commitment and motivation: a conceptual analysis and integrative model. (2004, unknown): “Becker & Kernan, 2003; Clugston, Howell, & Dorfman, 2000; Stinglhamber, Bentein, & Vandenberghe, 2002; Vandenberghe, Stinglhamber, Bentein, & Delhaise, 2001), customers (Stinglhamber et al., 2002), and organizational change (Herscovitch & Meyer, 2002).”
Examination of the Relationships Between Servant Leadership, Organizational Commitment, and Voice and Antisocial Behaviors (2015, background): “This approach is acknowledged in the commitment literature as being well suited to isolate the unique effects of each commitment component (e.g., Bentein et al. 2005; Lapointe et al. 2011; Panaccio and Vandenberghe 2009; Stinglhamber et al. 2002; Vandenberghe et al. 2007).”