A Temporal Analysis of the Relation between Organisational Commitment and Work Motivation

By Marylène Gagné, Emanuela Chemolli, Jacques Forest, R. Koestner. 2008

150 citations recorded by the source corpus.

Meyer, Becker, and Vandenberghe (2004) recently proposed a model linking work motivation to organisational commitment. Two studies tested these links prospectively with employees from a Canadian telecommunications company and from an Italian autoparts company. Self-determination theory provided the framework to measure work motivation, such that measures of external, introjected and identified regulation, and intrinsic motivation were linked to Allen and Meyer's (1990) and to O'Reilly and Chatman's (1986) tripartite models of organisational commitment. We hypothesised that Time 1 motivation would be related to changes in commitment over time, but that Time 1 commitment would not be related to motivational changes over time. Results supported hypotheses for affective and normative commitment, but not for continuance commitment.

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Citations in the corpus

The Multidimensional Work Motivation Scale: Validation evidence in seven languages and nine countries (2015, background): “Though we would expect affective commitment to relate positively to identified regulation, this should not be the case for introjected regulation (Gagné et al., 2008).”
From Strategy to Action: Transforming Organizational Goals into Organizational Behavior (2018, unknown): “Research has shown that the satisfaction of psychological needs as well as autonomous work motivation promotes the development of affective organizational commitment (Gagné et al. 2008; Meyer et al. 2010).”
Organizational commitment, organization-based self-esteem, emotional exhaustion and turnover: A conservation of resources perspective (2011, background): “In a recent study, LA was found to strongly correlate with externally regulated motivation, while AC, NC and HS primarily correlated with more internalized forms of regulation (Gagné et al., 2008).”
Teachers’ psychological functioning in the workplace: Exploring the roles of contextual beliefs, need satisfaction, and personal characteristics (2016, unknown): “This likely occurs because well-being and motivation help employees to feel positive about their work and value it—both of which are important for job satisfaction and commitment (e.g., Gagné et al., 2008).”
Employee commitment and well-being: A critical review, theoretical framework and research agenda (2010, background): “Gagné et al. (2008) found stronger evidence for a time-lagged effect of motivation on commitment than for the reverse.”
Using Bifactor Exploratory Structural Equation Modeling to Test for a Continuum Structure of Motivation (2018, background): “…of the perceived cost of leaving and lack of alternatives; Meyer & Allen) has been positively related to external regulation and negatively related to more internalized types of regulation (Battistelli, Galletta, Portoghese, & Vandenberghe, 2013; Gagné et al., 2008; Vandenberghe & Panaccio, 2012).”
Longitudinal associations between employees’ beliefs about the quality of the change management process, affective commitment to change and psychological empowerment (2016, background): “Our reason for focusing on SDT is that it has previously been linked to both commitment (Gagné et al., 2008; Meyer, 2014; Meyer and Gagné, 2008; Meyer et al., 2004) and PE (Gagné et al., 1997; Spreitzer, 2008), and shown to be relevant to many work contexts (Gagné and Deci, 2005), including…”