A matter of feeling? The affective tone of organizational commitment and identification

By Olivier Herrbach. 2006

189 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/73ca3aad65d35a21718c154ba87ab071511c6b07

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

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Elevation at work: The effects of leaders’ moral excellence (2010, unknown): “Recent research shows that positive emotions significantly enhance AC (Herrbach, 2006; Thoresen, Kaplan, Barsky, Warren, & de Chermont, 2003).”
Workplace spirituality and organizational commitment: an integrative model (2011, background): “…CC: (a) the perceived sacrifice associated with leaving, and (b) the perceived lack of employment alternatives (e.g. McGee and Ford 1987; Meyer et al. 1990; Dunham et al. 1994; Hackett et al. 1994; Jaros 1997; Powell and Meyer 2004; Gakovic and Tetrick 2003; Bentein et al. 2005; Herrbach 2006).”
Organizational identification: Development and testing of a conceptually grounded measure (2007, methodology): “…has become the main measurement tool (Edwards, 2005; Riketta, 2005) used by researchers in the area (e.g., Bamber & Iyer, 2000; Cole & Bruch, 2006; Herrbach, 2006; Moye & Bartol, 2001; van Knippenberg & Sleebos, 2006, van Knippenberg, van Knippenberg, Monden, & de Lima, 2002; van Knippenberg &…”
Does Happiness Promote Career Success? (2008, background): “In sum, workers with high positive affect are more committed to their organization (Herrbach, 2006; Judge et al., 1999; Mignonac & Herrbach, 2004; Thoresen et al., 2003) and do not typically engage in withdrawal behavior as a response to dissatisfaction in the workplace.”
Perceived workplace racial discrimination and its correlates: A meta‐analysis (2015, background): “Job attitudes are defined as feelings toward one’s job including job satisfaction, commitment, turnover intentions (Herrbach, 2006; Mathieu & Zajac, 1990), and perceived fairness (Colquitt, Conlon, Wesson, Porter, & Ng, 2001).”
Identification in Organizations: An Examination of Four Fundamental Questions (2008, background): “…are root constructs, Meyer, Becker, and Vandenberghe (2004; see also Bedeian, 2007; Bergami & Bagozzi, 2000; Cheney & Tompkins, 1987; Foreman & Whetten, 2002; Herrbach, 2006; Sass & Canary, 1991) proposed that OI actually fosters (affective) commitment—which we suspect may, in turn, reinforce OI.”
How the Perceptions of Five Dimensions of Corporate Citizenship and Their Inter-Inconsistencies Predict Affective Commitment (2010, background): “, 2008) thus decreasing their organizational identification and affective commitment (Ashforth et al., 2008; Bergami and Bagozzi, 2000; Dutton et al., 1994; Herrbach, 2006; Herrbach and Mignonac, 2004).”
Perceived Workplace Gender Discrimination and Employee Consequences: A Meta-Analysis and Complementary Studies Considering Country Context (2018, background): “Job attitudes are feelings toward one’s job, such as commitment, satisfaction, and turnover intentions (Herrbach, 2006; Mathieu & Zajac, 1990).”
Exploring predictors of organizational identification: Moderating role of trust on the associations between empowerment, organizational support, and identification (2010, background): “Research has also revealed that organizational identification is accompanied by affective and behavioural components (Cremer et al., 2006; Harquail, 1998; Herrbach, 2006; Jackson, 2002).”
Influence of psychological empowerment on affective, normative and continuance commitment (2011, background): “For example, Scholars have increasingly suggested that commitment is a necessary variable that drives individual action (Cooper-Hakim and Viswesvaran, 2005; Herrbach, 2006).”
Does Happiness Promote Career Success? Revisiting the Evidence (2018, background): “, 1999) and are much more committed to their workplace (Herrbach, 2006; Judge et al., 1999; Mignonac & Herrbach, 2004; Thoresen et al., 2003) than those who tend to experience low positive affect.”