Does the Form of Employment Make a Difference?--Commitment of Traditional, Temporary, and Self-Employed Workers.
By Joerg Felfe, Renate Schmook, B. Schyns, B. Six. 2008
141 citations recorded by the source corpus.
Abstract Increasing change in the labor market has produced new forms of employment. A growing number of people have temporary jobs or are self-employed freelancers. The aim of our study is to address these changes by introducing commitment to the form of employment as a new focus in commitment. In addition, we compare organizational commitment under conditions of these forms of employment to traditional form of employment. The study is based on several samples representing conventional and new forms of employment (overall N = 494). The results indicate that commitment to the form of employment explains variance of organizational outcomes over and above organizational commitment. Generally, commitment to the form of employment reflects an important attitude to the work situation besides commitment to the organization or occupation. The results are discussed in the light of labor market trends.
Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Public Administration
View Paper: https://www.semanticscholar.org/paper/9715451159cbf2a0a9bc90a930024e867f91b477
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In General Health Professions
In Organizational Behavior and Human Resource Management
In Public Administration
Citations in the corpus
- How does transformational leadership impact employees’ psychological strain? (2011, methodology): “Affective organizational commitment was assessed with a five-item scale (Felfe et al., 2008).”
- The Influence of Organizational Democracy on Employees' Socio-moral Climate and Prosocial Behavioral Orientations (2009, background): “Felfe et al. developed these German adaptions to reflect Meyer and Allen’s (1997) measures of commitment in a German cultural context.”
- Dual commitment in the organization: Effects of the interplay of team and organizational commitment on employee citizenship behavior, efficacy beliefs, and turnover intentions (2017, methodology): “To measure OCBI, we used a validated German version (Felfe et al., 2005) of the altruism subscale of OCB from Podsakoff, MacKenzie, Moorman, and Fetter (1990). Three items of this measure tap into behavior intended to help one's team members (e.”
- Investigating the relationship between organizational justice, psychological empowerment, job satisfaction, organizational commitment and organizational citizenship behavior: An empirical model (2011, background): “Felfe et al. (2008) revealed that employees who were highly committed to their organization might show more willingness to engage in good organizational citizenship behavior to maintain their employment status.”