Communication and Commitment in Organizations: A Social Identity Approach

By Tom Postmes, Martin Tanis, B. De Wit. 2001

268 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/776effd020385ea795031fb6aef0ae004ee70a3b

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

1. Yuqing Ren
2. Craig R. Scott
3. Menno D. T. de Jong
4. Mark van Vuuren
5. W. Elving

In Social Psychology

1. Yuqing Ren
2. Craig R. Scott
3. Menno D. T. de Jong
4. Robert E. Kraut
5. Mark van Vuuren
6. Erwin R. Seydel
7. Sara B. Kiesler
8. T. Araujo

In Sociology and Political Science

1. Robert E. Kraut
2. Sara B. Kiesler
3. Loreen Terveen
4. Yuqing Ren
5. Craig R. Scott
6. Menno D. T. de Jong
7. John Riedl
8. W. Elving

Citations in the corpus

• The role of communication in organisational change (2005, background): “It has often been observed that communication creates the conditions for commitment, and hence should be seen as one of its important antecedents (Foy, 1994; Katz and Kahn, 1978; Meyer and Allen, 1997; Postmes et al., 2001).”
• Building Member Attachment in Online Communities: Applying Theories of Group Identity and Interpersonal Bonds (2012, background): “Interpersonal bonds arise particularly from exchanges of personal information and self-disclosure (Collins and Miller 1994; Postmes et al. 2001).”
• Communication and Social Identity Theory: Existing and Potential Connections in Organizational Identification Research (2007, result): “Postmes et al. (2001) recently noted the greater importance of vertical communication (as compared to horizontal communication) for fostering workplace commitments—arguing that such findings are consistent with a social identity approach to attachment where ‘‘vertical communication strengthens the…”
• Direct and indirect effects of supervisor communication on organizational commitment (2007, background): “) and create the conditions for commitment ( Postmes et al. , 2001”