Social Identities and Commitments at Work: Toward an Integrative Model.

By John P. Meyer, Thomas E. Becker, Rolf van Dick. 2006

642 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/43c7aba0733db7b54ef77f05c82970bf0e7641f5

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In Organizational Behavior and Human Resource Management

In Social Psychology

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Citations in the corpus

Are Commitment Profiles Stable and Predictable? A Latent Transition Analysis (2016, positive): “, 2009; Meyer et al., 2013), we retained the five-profile model as our final solution. Examination of the most likely assignment of each participant into the various combinations of profiles also reveals the impressive stability of membership into these profiles. In fact, only 2.76% of the cases swi”
Crafting a job in ‘tough times’: When being proactive is positively related to work attachment (2018, background): “Empirical evidence shows that possessing work identity is a precursor to developing organizational commitment (Ashforth & Mael, 1989; Meyer et al., 2006).”
Identification in Organizations: An Examination of Four Fundamental Questions (2008, background): “Clearly, however, commitment and identification scholars can make more progress working in concert than independently (Riketta, 2005; cf. Meyer et al., 2006).”
Organizational identification as a determinant of customer orientation in service organizations (2007, background): “Even though some authors view the constructs of OI and organizational commitment as being closely related (e.g., Miller et al. 2000), there is a consensus in recent literature that identification and commitment are distinguishable in terms of their essential meaning ( Meyer et al. 2006 ).”
The Relationship Between Perceived Organizational Support and Affective Commitment (2013, background): “Finally, Becker and his colleagues (Becker, 1992; Meyer et al., 2006) have proposed that identification with a group often involves the adoption of attitudes, including commitment, directed toward this group.”
Do employees value strategic CSR? A tale of affective organizational commitment and its underlying mechanisms (2019, background): “Contrarily, normative and continuance organizational commitment seemingly have rather different rationales: ethical and motivational, respec‐ tively (Meyer et al., 2006, 1989).”
Perceived Organizational Support: A Meta-Analytic Evaluation of Organizational Support Theory (2017, methodology): “To analyze affective organizational commitment as a mediator, we entered the affective commitment–performance correlations from Meyer et al.’s (2002) meta-analysis.”
Community embeddedness and work outcomes: The mediating role of organizational embeddedness (2014, background): “Support for this causal ordering would suggest that increases in organizational identification, for example, lead to increased perceptions of organizational embeddedness, as salient organizational identification prompts individuals to invest more time and energy into helping the organization achieve”
Leader-member exchange and affective organizational commitment: the contribution of supervisor's organizational embodiment. (2010, background): “Organizational identification accounts (e.g., Ashforth & Mael, 1989; Dutton et al., 1994; Meyer et al., 2006) do not specify the attributes that employees use to compare themselves with their organization and that serve as antecedents of identification.”