The combined influence of affective, continuance and normative commitment on employee withdrawal

By Mark John Somers. 2009

236 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/6a395dec60a5a9b8f3af722fb37bcba822288258

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Employee commitment and well-being: A critical review, theoretical framework and research agenda (2010, background): “Even fewer studies have examined relations with NC, with most reporting non-significant correlations with various indices of strain (Addae & Wang, 2006; Saks & Ashforth, 1997; Somers, 2009).”
Latent Profile Analysis (2017, methodology): “…used several configural approaches other than LPA to capture patterns of variables, including median splits (e.g., Gellatly, Hunter, Curriea, & Irving, 2009), cluster analysis (Sinclair, Tucker, Wright, & Cullen, 2005; Somers, 2009, 2010) and qualitative comparative analysis (QCA; Ragin, 1987).”
Commitment Profiles and Employee Turnover (2013, methodology): “…which commitment profiles have been the focal issue (e.g., Gellatly, Meyer, & Luchak, 2006; Herscovitch & Meyer, 2002; Meyer et al., 2012; Sinclair, Tucker, Cullen, & Wright, 2005; Somers, 2009, 2010; Wasti, 2005) and has begun to examine the combined influence of commitment forms on work behavior.”
Profiles of dual commitment to the occupation and organization: Relations to well-being and turnover intentions (2015, result): “…perform effectively, and present higher levels of well-being, studies quite consistently find similar and/or more positive outcomes for employees with fully committed and AC/NC-dominant profiles, suggesting synergistic effects (e.g., Meyer et al., 2013a; Meyer et al., 2012b; Somers, 2009).”
Perceived overqualification and withdrawal behaviours: Examining the roles of job attitudes and work values (2013, background): “And past research has identified job satisfaction (e.g., Swider, Boswell, & Zimmerman, 2011) and affective commitment (e.g., Somers, 2009) as predictors of job search behaviour.”
Modelling job stress as a mediating role in predicting turnover intention (2011, background): “Stressful work environments can lead to serious physical and emotional detrimental effects on employees (Bohle & Quinlan, 2000; Caplan, Cobb, French, Harrison, & Pinneau, 1975b; Greenberg & Baron, 2003; Robbins, 2001; Somers, 2009).”
Dual commitment to organization and supervisor: A person-centered approach (2015, background): “…commitment (e.g., Gellatly, Meyer, & Luchak, 2006; Kam, Morin, Meyer, & Topolnytsky, in press; Meyer, Kam, Goldenberg, & Bremner, 2013; Meyer, Stanley, & Parfyonova, 2012; Sinclair, Tucker, Wright, & Cullen, 2005; Somers, 2009, 2010; Stanley, Vandenberghe, Vandenberg, & Bentein, 2013; Wasti, 2005).”
Organizational Commitment in the Military: Application of a Profile Approach (2013, background): “…analysis or latent profile analysis (LPA) to detect naturally occurring subgroups within a sample (e.g., Kam, Morin, Meyer, & Topolnytsky, in press; Meyer et al., 2012; Sin- clair, Tucker, Wright, & Cullen, 2005; Somers, 2009, 2010; Stanley, Vandenberghe, Vandenberg, & Bentein, 2013; Wasti, 2005).”
High‐performance work practices, work social support and their effects on job embeddedness and turnover intentions (2013, background): “Employee withdrawal behavior represents disengagement from the organization (Somers, 2009).”
Ethical work climate, employee commitment and proactive customer service performance: Test of the mediating effects of organizational politics (2017, background): “…retail industry have examined how human resource policies and practices influence customer service behavior (Ashill et al., 2015; Dimitriades, 2007; Swimberghe et al., 2014; Xavier et al., 2015), more research is called for to understand the mechanism through which ethical climate influences work…”
New development of organizational commitment: A critical review (1960 - 2009) (2010, background): “Somers (2009) suggest research in commitment should focus on the combined influence of commitment on work outcomes.”
A person-centered approach to the study of commitment (2013, unknown): “For example, the lowest levels of turnover intention tended to be found for employees with fully-committed, AC/NC-dominant, and AC-dominant profiles — the highest levels were found among the uncommitted, CC-dominant, and CC/NC-dominant profile groups (Somers, 2009; Wasti, 2005).”
A person‐centered approach to commitment research: Theory, research, and methodology (2016, methodology): “An alternative approach has been to use analytic procedures such as cluster analysis or latent profile analysis (LPA) to identify naturally occurring profiles (e.g., Gellatly et al., 2014; Meyer, L. Stanley, et al., 2012; Somers, 2009; Stanley et al., 2013).”