The impact of person and organizational values on organizational commitment.

By J. Finegan. 2000

574 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/43d99960c4c09156662f6777ef02d911f229ed15

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In Organizational Behavior and Human Resource Management

Citations in the corpus

A conceptual model of labour turnover and retention (2004, background): “Studies have variously found job satisfaction, extrinsic rewards, intrinsic rewards, job characteristics, upward and downward communication, leadership satisfaction, promotion satisfaction, trust in supervisors, age of the organization, motivation to learn and employee perceptions of organizational ”
Linking values and organizational commitment: A correlational and experimental investigation in two organizations (2005, methodology): “Study 1 extended the work of Finegan (2000) by investigating antecedents of OC in terms of personal and perceived organizational values while controlling for the effects of tenure.”
The value of value congruence. (2009, background): “…body of research showing that value congruence effects are often more complex than implied by theories of value congruence (Choi & Price, 2005; Finegan, 2000; Kalliath, Bluedorn, & Strube, 1999; Nyambegera, Daniels, & Sparrow, 2001; Ostroff, Shinn, & Kin-icki, 2005; van Vianen, De Parter,…”
Value incongruence, job autonomy, and organization-based self-esteem: A self-based perspective on organizational cynicism (2007, methodology): “…of independent variables and the dependent variable, and as it seems to prevail as a favoured method of analysis in recent congruence studies in the organizational sciences (e.g., Finegan, 2000; Ostroff et al., 2005), it was decided to use this approach for hypothesis testing in the present study.”
Reputation in Relationships: Measuring Experiences, Emotions and Behaviors (2005, background): “Termination costs: Whether the costs of leaving a business are greater than the costs of staying with a business; ie economic perspective of evaluating the value of a relationship, eg Finegan (2000); Gassenheimer et al.”
Ethical climate, organizational‐professional conflict and organizational commitment: A study of Chinese auditors (2009, result): “These results are consistent with research on “person-organization fit” in the organizational behavior literature, which has generally found that OC increases when employees feel there is a close fit between their values and expectations and those of their employer (Finegan, 2000; Kristof, 1996; O’R”
Employee commitment and motivation: a conceptual analysis and integrative model. (2004, background): “For example, personal values are expected to play a role in shaping employee commitment (Finegan, 2000; Vandenberghe & Peiro, 1999).”