Pride and respect in volunteers' organizational commitment

By E. Boezeman, N. Ellemers. 2008

204 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/9989b409e82048be21ac35e228f76292744c1ae7

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Unraveling respect in organization studies (2014, methodology): “Similarly, research following the Group Value Model (Tyler and Blader, 2003) measures respect with a scale that measures how much one’s supervisor respects and values the person and his or her contribution (Boezeman and Ellemers, 2007, 2008; Heuer et al., 1999; Tyler and Blader, 2002).”
Volunteer Management (2016, background): “…match with motivational dispositions (Stukas et al., 2009), organizational care variables (Rice & Fallon, 2011), socialization (Hidalgo & Moreno, 2009; Jordan & Fiene, 2012), or perceived respect (Boezeman & Ellemers, 2008) contribute to volunteers’ satisfaction, turnover intention, or commitment.”
Volunteering an Opinion (2011, background): “Previous research has indicated the importance of organizational support for volunteer retention (Boezeman & Ellemers, 2008), which suggests that satisfaction with support may be positively related to retention.”
Defining Respectful Leadership: What It Is, How It Can Be Measured, and Another Glimpse at What It Is Related to (2009, background): “Given the extant literature on the effects of interpersonal respect on group commitment (e.g., Boezeman & Ellemers, 2008a; Simon & Stürmer, 2003; Simon & Stürmer, 2005) and rule adherence (e.g., Tyler & Blader, 2000, 2003), we can assume all of these independent variables to be positively related…”
Employee participation and engagement in working for the environment (2015, background): “Pride in the organization in general has been shown to predict organizational commitment (Boezeman and Ellemers, 2008) and perceived alignment of corporate with individual employee values around environmental sustainability has been suggested as a key source of business advantage, a source of job sa”
Intrinsic need satisfaction and the job attitudes of volunteers versus employees working in a charitable volunteer organization (2009, background): “…general, for instance because volunteer work in volunteer organizations is commonly carried out by a majority of female volunteers (see for instance Boezeman & Ellemers, 2007, 2008a; Greenslade & White, 2005; Penner & Finkelstein, 1998; Tidwell, 2005) and because it is common that volunteers work…”