Multiple Dimensions of Organizational Commitment: Implications for Future Accounting Research

By Alice A. Ketchand, Jerry R. Strawser. 2001

211 citations recorded by the source corpus.

Subfields: Clinical Psychology, Management Information Systems, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/4d8efd335b65445e581f0a6b1c942a50cd96d59c

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

1. Christopher P. Neck
2. Khalil M. Dirani
3. Sung Jun Jo
4. Jeffery D. Houghton
5. B. Joo

In Management Information Systems

1. S. Su
2. Bill Blair
3. Khalil M. Dirani
4. K. Baird
5. B. Joo

In Organizational Behavior and Human Resource Management

1. Jeffery D. Houghton
2. Christopher P. Neck
3. Sung Jun Jo
4. Sukumarakurup Krishnakumar
5. K. Peter Kuchinke
6. Bill Blair
7. S. Su
8. Khalil M. Dirani

Citations in the corpus

• The Effects of Ethical Climates on Bullying Behaviour in the Workplace (2009, background): “Organizational Commitment was first proposed and defined by Porter as ‘‘the relative strength of an individual’s identification with and involvement in a particular organisation’’ (Ketchand and Strawser, 2001, p. 222).”
• Job involvement, commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus (2014, background): “Mathieu and Zajac (1990), Cohen (2000), and Ketchand and Strawser (2001), had their work deconstructed by Kuruüzüm et al. (2009) who posited the view that job involvement has a stronger relationship with both affective and normative commitment, than it has with continuance commitment.”
• Knowledge Sharing: The Influences of Learning Organization Culture, Organizational Commitment, and Organizational Citizenship Behaviors (2011, background): “Among the three dimensions of organizational commitment (Meyer & Allen, 1991), we selected affective commitment that explains the overall organizational commitment better than the other two dimensions that measure behavioral aspect (Ketchand & Strawser, 2001; Meyer & Allen, 1991).”
• Job satisfaction and organizational commitment: validating the Arabic satisfaction and commitment questionnaire (ASCQ), testing the correlations, and investigating the effects of demographic variables in the Lebanese banking sector (2011, background): “Previous research provided evidence on the effect of such demographic variables on how employees perceived organizational support (Kim 2002 ), job satisfaction (Lawler and Yoon 1996 ), and organizational commitment (Ketchand and Strawser 2001 ).”
• Employee organizational commitment: the influence of cultural and organizational factors in the Australian manufacturing industry (2009, background): “From a narrower perspective, EOC remains important for organizations because of its potential impact on employees’ job performance (Mathieu and Zajac 1990; MacKenzie, Podsakoff and Aheame 1998; Ketchand and Strawser 2001; Riketta 2002), employee turnover (Mathieu and Zajac 1990; Ketchand and Strawse”
• The what, why, and how of spirituality in the workplace revisited: a 14-year update and extension (2016, background): “The second aspect of commitment is due to the higher cost of moving to a different organization (Ketchand and Strawser 2001).”
• Measuring the learning organization culture, organizational commitment and job satisfaction in the Lebanese banking sector (2009, background): “Some researchers argue that it is critical to have employees committed to their employing organization in order for these organizations to be successful in today’s competitive environment (Ketchand and Strawser 2001). Meyer and Allen (1997) suggested that employees who were strongly committed to the”