The influence of corporate culture and organisational commitment on performance
By Md Zabid Abdul Rashid, Murali Sambasivan, Juliana Johari. 2003
559 citations recorded by the source corpus.
Subfields: Accounting, Artificial Intelligence, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/8c191734da62ac81c57b6205b37588ebce131d44
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Citations in the corpus
- Leadership styles and organizational commitment: literature review (2016, background): “In addition, committed employees are more likely to have higher work motivation, as well as higher job performance (Abdul Rashid et al., 2003; Chen et al., 2006; Riketta, 2002; Samad, 2005; Yousef, 2000).”
- Organizational culture and instructional innovations in higher education (2014, background): “Organizational culture is nurtured and shaped gradually over a period of time, reflected in terms of collaboration, trust and learning, and it can shape the behaviours of people in that organization (O’Reilly, 1989; Rashid et al., 2003).”
- Internal marketing, organisational culture, job satisfaction, and organisational performance in non-life insurance (2010, background): “From the above literature, it appears that organisational culture plays an important role in promoting organisational success, and this could only be achieved by assuring an appropriate culture being developed or shaped in the organisation that matches the managers' values, attitudes, and behaviour ”
- Mediating effect of intrinsic motivation on the relationship between Islamic work ethic, job satisfaction, and organizational commitment in banking sector (2019, background): “The term ‘commitment’ refers to the tendency of social activists to spend their energy and express loyalty to a social system or emotional attachment to a section of the organization, independent of the utility value of this relation (Abdul Rashid et al., 2003).”
- Linking Entrepreneurial Orientation with Innovation Performance in SMEs; the Role of Organizational Commitment and Transformational Leadership Using Smart PLS-SEM (2021, background): “Commitment influences both individual and organizational outcomes [77,78].”
- Teacher perceptions of school culture and their organizational commitment and well-being in a Chinese school (2011, background): “A second aim of the study is to verify whether school culture is related to teachers’ organizational commitment and well-being as suggested by studies in Western settings (Shaw and Reyes 1992; Rashid, Sambasivan and Johari 2003 ).”
- The Hospitality Culture Scale: a measure organizational culture and personal attributes. (2011, background): “However, many researchers have based their descriptions on the actual principles of culture itself (Crichton et al., 2004; Rashid et al., 2003; Rousseau, 1990; Schein, 1985).”
- The moderating effects of organizational culture on the relationships between leadership behaviour and organizational commitment and between organizational commitment and job satisfaction and performance (2009, background): “…and job satisfaction, while bureaucratic cultures had a negative impact (Brewer, 1993; Brewer, 1994; Brewer and Clippard, 2002; Kratrina, 1990; Krausz et al., 1995; Lok and Crawford, 2001; London and Larsen, 1999; Rashid et al., 2003; Silverthorne, 2004; Trice and Beyer, 1993; Wallach, 1983).”
- Predictors of organizational commitment in India: strategic HR roles, organizational learning capability and psychological empowerment (2007, background): “, 2005 ; Riketta, 2002 ); the cross-cultural relationship between organizational commitment and human values, cross-cultural effects of leadership style and organizational culture and commitment, (Glazer et al.”
- The influence of organizational commitment on employees’ job performance: The mediating role of job satisfaction (2020, background): “Most studies found a positive relation between organizational commitment and job performance, with higher commitment leads to enhanced performance (Abdul Rashid et al., 2003; Rotenberry & Moberg, 2007; Fu & Deshpande, 2014).”
- How transformational leadership predicts employees’ affective commitment and performance (2018, background): “Several researchers (Abdul Rashid et al., 2003; Chen et al., 2006; Riketta, 2002; Samad, 2005) found that committed employees are more likely to have higher work motivation, as well as higher job performance.”