Side-bet theory and the three-component model of organizational commitment ☆

By Deborah M. Powell, John P. Meyer. 2004

461 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/605070d18a465e2af8aee850a9a5b89bfc2a73f7

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Leadership styles and organizational commitment: literature review (2016, background): “Powell and Meyer (2004) identified seven side-bets as significant antecedents of continuance commitment.”
Servant leadership and academics outcomes in higher education: the role of job satisfaction (2020, background): “In different terms, organisational commitment is determined by regard (Powell and Meyer, 2004) and individual identification (Mowday et al., 1979).”
Relationship between leadership styles and dimensions of employee organizational commitment: a critical review and discussion of future directions (2014, unknown): “It has been recognized two sub-dimensions of continuance commitment held in various empirical studies (Vandenberghe, Michon, Tremblay, Bentein, Chebat & Fils, 2007; Bentein, Vandenberg, Vandenberghe & Stinglhamber, 2005; Powell & Meyer, 2004; Meyer, Allen & Gellatly, 1990; McGee & Ford, 1987).”
Commitment before and after: An evaluation and reconceptualization of organizational commitment (2007, background): “Sverke and Kuruvilla (1995), who applied a similar conceptualization to this one to union commitment, also concluded that such conceptualization provides a more stable basis for comparisons across different national and international settings.”
Effects of stress, LMX and perceived organizational support on service quality: Mediating effects of organizational commitment (2014, background): “However, Meyer and Allen's approach (1991) which comprises affective, continuance, and normative commitment is extensively acknowledged and came as the superior one (Allen & Meyer, 1996; Gellatly, Meyer, & Luchak, 2006; Powell & Meyer, 2004).”
Workplace spirituality and organizational commitment: an integrative model (2011, background): “Regarding CC-sacrifices, empirical work has established that social ties contribute to increase the cost of leaving (e.g. Powell and Meyer 2004; Thomas et al. 2005).”
Testing the relationship between three-component organizational/occupational commitment and organizational/occupational turnover intention using a non-recursive model (2007, methodology): “Control variables According to Reilly and Orsak (1991), Blau (2000) and Lee et al.”
Employee commitment and motivation: a conceptual analysis and integrative model. (2004, background): “Finally, continuance commitment develops as the result of accumulated investments, or side bets (H. S. Becker, 1960), that would be lost if the individual discontinued a course of action, and as a result of lack of alternatives to the present course (Powell & Meyer, 2004).”
The Multidimensional Nature of Continuance Commitment: Commitment Owing to Economic Exchanges Versus Lack of Employment Alternatives (2011, methodology): “Furthermore, although COC:HiSac should theoretically relate strongly to side-bets which bind an employee to the organization, empirical evidence suggests that many non-economic side-bets relate more strongly to AOC and NOC ( Powell and Meyer 2004; Shore et al. 2000).”
Understanding Affective Organizational Commitment (2011, background): “Based on these findings, Meyer and colleagues have sought to revise and improve scales capturing the normative and continuance dimensions of organizational commitment (see, for example, Powell & Meyer, 2004).”
A Temporal Analysis of the Relation between Organisational Commitment and Work Motivation (2008, methodology): “We used Powell and Meyer’s (2004) measure for continuance commitment (9 items, e.”