Effects of team and organizational commitment – A longitudinal study

By Alexandra Neininger, N. Lehmann‐Willenbrock, Simone Kauffeld, Angela Henschel. 2010

182 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/600f40c7094bcd13081697ef8b280bdf41400ba9

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. Neuza Ribeiro
2. Hea Jun Yoon
3. Arménio Rego
4. Miguel Pina e Cunha
5. Chang-Wook Jeung
6. B. Joo

In Organizational Behavior and Human Resource Management

1. Neuza Ribeiro
2. Arménio Rego
3. Miguel Pina e Cunha
4. Andreia Vitória
5. Ana L. Magalhães
6. Hea Jun Yoon
7. Chang-Wook Jeung
8. Endri Endri

Citations in the corpus

• The effects of core self‐evaluations and transformational leadership on organizational commitment (2012, background): “Thus, fostering employees’ organizational commitment becomes the foremost concern for contemporary organizations to retain talented employees in a knowledge-driven economy (Neininger et al., 2010; Reiche, 2008).”
• Are authentic leaders associated with more virtuous, committed and potent teams? ☆ ☆☆ (2013, methodology): “Studies also show that, at the team level, affective commitment predicts teamperformance (Dayan, 2010; Neininger et al., 2010).”
• Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement (2021, background): “Workers have a high commitment to their organization before they develop attitudes such as job satisfaction (Neininger et al., 2010).”