Commitment before and after: An evaluation and reconceptualization of organizational commitment

By A. Cohen. 2007

581 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/657250be9be20514ad7d58c7cf641bce87ce7053

How researchers see this paper

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

In Organizational Behavior and Human Resource Management

Citations in the corpus

Protean and boundaryless career attitudes and organizational commitment: The effects of perceived supervisor support (2012, background): “Organizational commitment is one of the most important concepts in the fields of management, organizational behavior, and human resource management (Cohen, 2007).”
Faculty Organizational Commitment and Citizenship (2012, methodology): “Drawing primarily on the work of Meyer et al. (2002) and Cohen (2003, 2007) we created the theoretical framework shown in Fig.”
The influence of organizational commitment on employees’ job performance: The mediating role of job satisfaction (2020, background): “…theory (Becker, 1960; Suliman & Iles, 2000), affective dependence theory (Porter et al., 1974), multi-dimension organizational commitment theories (O'Reilly & Chatman, 1986; Meyer et al., 1990), two-dimension organizational commitment theory (Cohen, 2007), and combined theory (Somers, 2009).”
New development of organizational commitment: A critical review (1960 - 2009) (2010, methodology): “Till now, we can scan the overall screen of Cohen (2007) Two-dimensional theory.”
Stakeholder Relationship Bonds (2016, unknown): “Subjects perceive an instrumental bond when they believe staying with the target will provide a favourable outcome for them (Cohen, 2007) or they will incur net cost if they do not continue engaging with this particular target (Klein et al., 2012).”
Happiness at work. (2010, unknown): “Normative and affective commitment are not always empirically distinct, and both represent internalized forms of psychological attachment, prompting some scholars to suggest that the constructs should be combined and labeled affective commitment (Cohen 2007; Ko et al. 1997).”
Psychological Sense of Community (2014, background): “This three-dimensional framework has emerged as the most prominent model for conceptualizing organizational commitment (Cohen, 2007).”
The Effects of Organizational Training on Organizational Commitment (2010, unknown): “In most of the recent studies, this view of organizational commitment is conceptualized as employee commitment, affective organizational commitment or affective commitment (Cohen, 2007; Foote et al., 2005; Karatepe & Uludag, 2007; Shaw et al., 2003).”
Job Satisfaction, Organizational Commitment, and Turnover Intention of Online Teachers in the K-12 Setting (2016, unknown): “The literature outlines two major trends in the conceptualization of organizational commitment: behavioral terms and attitudinal terms (Cohen, 2007; Mowday, Steers, & Porter, 1979; Rusu, 2013c.).”
The Multidimensional Nature of Continuance Commitment: Commitment Owing to Economic Exchanges Versus Lack of Employment Alternatives (2011, background): “Most significant to the discussion here is his concept of instrumental commitment, defined as an ‘‘an attachment resulting from one’s perception of the quality of tangible exchange between his or her contributions to the organization and the rewards that he or she receives’’ ( Cohen 2007, p. 346 ), ”
Happiness, work engagement and organisational commitment of support staff at a tertiary education institution in South Africa (2011, background): “Cohen (2007) has argued that there is an overlap between the three dimensions.”
Affective Commitment as a Core Essence of Organizational Commitment (2015, background): “Since Meyer and Herscovitch’s call for the definition of a core essence of organizational commitment in 2001, there remains significant fragmentation and debate as to what the core essence of organizational commitment is and should be (Cohen, 2007; Fischer & Mansell, 2009; Meyer et al., 2002; Morrow”