Programme knowledge and value of work-family practices and organizational commitment

By Jarrod M. Haar, Chester S. Spell. 2004

179 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/9c111e80deedffac3316325b570abfaa853f2e31

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In Gender Studies

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Effects of socially responsible human resource management on employee organizational commitment (2011, background): “The relationship between HRM policies; for example, family-friendly HRM and progressive HRM, and employee organizational commitment OC, has been the subject of serious academic enquiry (Grover and Crooker 1995; Huselid 1995; Delaney and Huselid 1996; Haar and Spell 2004; Bagraim and Sader 2007).”
Linking rewards to commitment: an empirical investigation of four UK call centres (2007, background): “It simply implies that employees offer or enhance their commitment when organizations meet employees' expectations regarding fulfilment of their important needs (Haar and Spell, 2004 ; Steers, 1977 ).”
The Effect of Islamic Work Ethics on Organizational Commitment (2016, background): “Haar and Spell (2004) stated that employees show great affective commitment because they meet the expectation of fulfilling their individual needs based on social exchange theory. Continuance commitment is initially correlated with turnover, and was based on an assumption of a financial exchange bet”
Organizational commitment in Chinese small- and medium-sized enterprises: the role of extrinsic, intrinsic and social rewards (2012, background): “When employees are satisfied with the benefits they receive on the basis of their organizational membership, the social exchange theory supposes that they will reciprocate by enhancing their commitment towards the organization (Blau 1964; Rousseau 1995; Haar and Spell 2004).”
Organizational rewards and employee commitment: a Chinese study (2012, background): “According to the social exchange theory, employees will exhibit greater affective commitment to the organization when it meets their expectations regarding the fulfillment of their individual needs (Haar and Spell, 2004).”
Corporate environmental responsibility, employer reputation and employee commitment: an empirical study in developed and emerging economies (2014, result): “More generally, our study contributes to comparative research on employee commitment and supports the view that its antecedents are largely consistent across countries (e.g. Moideenkutty, Blau, Kumar and Nalakath 2001; Haar and Spell 2004).”
Family supportive organization perceptions and employee outcomes: the mediating effects of life satisfaction (2010, methodology): “Social exchange theory has recently been used in order to better understand the relationship between work-family practices and job attitudes (e.g. Chen et al., 2005; Kossek et.al., 2006; Haar & Spell, 2004; Allen, 2001; Lambert, 2000).”
High-involvement work processes, work intensification and employee well-being (2008, background): “A review of the literature identified 21 practices assumed to assist employees to better balance work responsibilities with their non-work life (Allen 2001; Department of Labour 2003; Haar and Spell 2004; Judge and Colquitt 2004; Liddicoat 2003; Thompson, Beauvais, and Lyness 1999; Wood 1999).”