A meta-analytic review of occupational commitment: relations with person- and work-related variables.

By Kibeom Lee, J. Carswell, Natalie J. Allen. Journal of Applied Psychology, 2000

845 citations recorded by the source corpus.

Subfields: Education, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/4359e55cd888253b7c5839b55ef323803780f27b

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In Education

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

The relationship between emotional intelligence and work attitudes, behavior and outcomes: An examination among senior managers (2003, background): “Research findings revealed that occupational commitment ( Lee et al ., 2000”
The Impact of Professional Commitment and Anticipatory Socialization on Accounting Students’ Ethical Orientation (2006, background): “Professional commitment has been linked to important outcomes such as im proved work performance (Lee et al., 2000), re duced turnover intentions, and greater satisfaction at both the organizational and professional levels (Meixner and Bline, 1989).”
Understanding the factors that promote employability orientation: The impact of employability culture, career satisfaction, and role breadth self-efficacy (2009, result): “The results indicated that, comparable to previous studies (Griffeth et al., 2000; Lee et al., 2000; Maertz & Campion, 1998; Van Dam, 2005), career satisfaction was negatively related to employability orientation and turnover intention.”
Voluntary Retirement and Organizational Turnover Intentions: The Differential Associations with Work and Non-Work Commitment Constructs (2008, background): “As previously mentioned, employees low in job involvement or occupational commitment are more likely to change their present job and/or occupation (e.g., Lee et al. 2000 ).”
Organizational commitment and job performance: Examining the moderating roles of occupational commitment and transformational leadership (2019, background): “Employees with low levels of occupational commitment are likely to have low motivation to exhibit high performance on the current job (Lee et al., 2000).”