Multiple Commitments in the Workplace: An Integrative Approach

By A. Cohen. 2003

537 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/44900a708e09bd45077f7adf60fdefcbca5c4c89

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Citations in the corpus

The importance of self‐ and shared leadership in team based knowledge work: A meso‐level model of leadership dynamics (2006, background): “According to Cohen (2003), a multidimensional approach to commitment reflects the reality that people in the workplace are exposed to more than one commitment at a time.”
Finding Workable Levers Over Work Motivation (2007, unknown): “Cohen (1993, 2003) identified three different dimensions of commitment—identification, affiliation, and moral involvement.”
Beyond the three-component model of organizational commitment. (2008, background): “…of the TCM has mainly revolved around two issues of construct validity topics, i.e., the position of continuance commitment as a dimension of the overall commitment construct and the relation between normative and affective commitment (e.g., Allen & Meyer, 1996; Cohen, 2003; Meyer et al., 2002).”
The Influence of Ethical Leadership and Regulatory Focus on Employee Outcomes (2013, background): “In comparison with normative and continuance commitment, affective commitment has stronger associations with job satisfaction and performance and turnover intentions (Cohen, 2003; Cooper-Hakim & Viswesvaran, 2005).”
Linking Perceived External Prestige and Intentions to Leave the Organization: The Mediating Role of Job Satisfaction and Affective Commitment (2009, background): “Research suggests that among all commitment foci (for a review, see Cohen, 2003; Morrow, 1983, 1993), the one most related to identification is affective organizational commitment.”
An Examination of the Relationship Between Commitments and Culture Among Five Cultural Groups of Israeli Teachers (2007, background): “e concept of multiple commitments includes specific objects of commitment such as organization, the work group, the occupation, the union, and one’s job (Blau, Paul, & John, 1993; Cohen, 1993, 1999a, 2003; Randall & Cote, 1991).”
Workplace Commitment: A Conceptual Model Developed From Integrative Review of the Research (2008, background): “…measures is stronger than those measures of the calculated approach (Hrebiniak & Alutto, 1972; Meyer & Allen, 1997; O’Reilly & Chatman, 1986) therefore the attitudinal commitment approach provides a clear and focused measurement of organizational commitment and performance outcomes (Cohen, 2003).”
Regulatory focus as a mediator of the influence of initiating structure and servant leadership on employee behavior. (2008, background): “Alternatively, affective commitment that develops primarily through positive exchanges, such as supporting a person’s growth and aspirations (Cohen, 2003), may be more likely to relate to a promotion focus.”
The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors (2013, background): “Second, these behavioral 370 Journal of Management / February 2013 outcomes have been linked to harder measures of performance at higher organizational levels— for example, organizational citizenship behavior (for a review, see Podsakoff, MacKensie, Paine, & Bachrach, 2000), intent to remain and…”
Predicting absenteeism and turnover intentions by past absenteeism and work attitudes: An empirical examination of female employees in long term nursing care facilities (2007, background): “The negative effect of organizational commitment on turnover intentions was expected and showed the importance of this variable in predicting turnover in general and in the health care system in particular (Cohen, 1993; Cohen, 2003).”
Commitment across cultures: A meta-analytical approach (2009, background): “A number of qualitative reviews (Besser, 1993; Cohen, 2003; Randall, 1993; Wasti & Önder, 2009) have found very few studies published prior to the 1990s, so a cut-off date of 1990 was used.”
Teachers’ Commitment and psychological well-being: implications of self-beliefs for teaching in Hong Kong (2015, background): “Rather, the questions of which one influence the other is an open research question (e.g. Cohen, 1999, 2000, 2003; Hunt & Morgan, 1994, Morrow, 1993; Mueller & Lawler, 1999).”
Organizational Commitment and Job Satisfaction (2012, background): “Interest in organizational commitment has been stimulated largely by its demonstrated positive relationship to work behaviors such as job satisfaction, high productivity, and low turnover (Cohen, 2003), but the field has not conducted enough studies outside the Western countries (Lee et al.”