Reconceptualizing Workplace Commitment to Redress a Stretched Construct: Revisiting Assumptions and Removing Confounds

By H. Klein, J. Molloy, Chad T. Brinsfield. 2012

458 citations recorded by the source corpus.

Subfields: Demography, Information Systems and Management, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/7584dfa2a002793387e4c4b8d9d0bedebe97e9ef

How researchers see this paper

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

In Demography

In Information Systems and Management

In Organizational Behavior and Human Resource Management

Citations in the corpus

Affective Commitment to Organizations and Supervisors and Turnover: A Role Theory Perspective (2017, background): “, ACS) is conceptualized as a response to perceptions of that target (Klein et al., 2012), leadership behaviors likely contribute to shaping employees’ affective commitment to the target (and, potentially, ACO, as the supervisor represents the organization).”
Psychological Sense of Community (2014, background): “Organizational commitment focuses its definitional boundaries on the nature of a bond (i.e., commitment), while being nonspecific on the nature of the target (e.g., Klein et al., 2012).”
How Do Developmental and Accommodative HRM Enhance Employee Engagement and Commitment? The Role of Psychological Contract and SOC Strategies (2013, background): “…Studies as a positive, fulfilling, work-related state of mind characterized by vigour and dedication to the job (Schaufeli and Bakker, 2004); affective commitment is defined as a volitional psychological bond reflecting dedication to, and responsibility for, the organization (Klein et al., 2012).”
Sense of community, sense of community responsibility, organizational commitment and identification, and public service motivation: a simultaneous test of affective states on employee well-being and engagement in a public service work context (2020, background): “This finding is in contrast to a wealth of information in the management literature regarding the utility of AOC and OI to predict employee outcomes (Klein, Molloy, and Brinsfield 2012; Riketta 2005).”
Enrolling Stakeholders under Conditions of Risk and Uncertainty (2016, background): “…of enrollment in acquiring certain critical resources for an entrepreneur; (2) how the enrollment process varies between conditions of risk and uncertainty; and (3) the relationship between entrepreneurial enrollment and more traditional research on organizational commitment (Klein et al., 2012).”
#Trending topics in careers: a review and future research agenda (2017, methodology): “For example, recent research on workplace commitment (e.g. Klein et al., 2012; Redman and Snape, 2005) has argued that the traditional notion of organizational commitment – in which an individual has a unique commitment to their employer – may be too restrictive, as individuals nowadays may feel…”
Stakeholder Relationship Bonds (2016, unknown): “Whether the lack of alternatives is factually true or not, the subject perceives a compulsory attachment to the target with which they will comply (Brickman, 1987; Frooman, 1999; Klein et al., 2012).”
A person‐centered approach to commitment research: Theory, research, and methodology (2016, methodology): “Commitment Targets Although most commitment research focuses on commitment to their organization, it has long been recognized that employees can develop commitments to multiple constituencies (Becker, 1992; Cohen, 2003; Klein et al., 2012; Morrow, 1993; Reichers, 1985).”