Affective organizational commitment and citizenship behavior: Linear and non-linear moderating effects of organizational tenure

By Thomas W. H. Ng, D. Feldman. 2011

262 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/a821a72f7df66e16a6f5ad8b3ae41a339750203f

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Why individual employee engagement matters for team performance? (2019, background): “Employees who are engaged and involved in extra-role performance and OCB can help to bolster their peers’ performance (Mamman, Kamoche and Bakuwa, 2012; Ng and Feldman, 2011).”
Workaholism and work engagement: how are they similar? How are they different? A systematic review and meta-analysis (2019, background): “Likewise, another variable examined as a possible moderator was organizational tenure, because of its possible effects on commitment, organizational citizenship behaviour and turnover (Kraemer & Gouthier, 2014; Mathieu & Zajac, 1990; Ng & Feldman, 2011).”
The impact of person-job fit and person-organization fit on OCB The mediating and moderating effects of organizational commitment and psychological empowerment (2014, background): “, 2009), OC (Ng and Feldman, 2011; Liu, 2009), and organisational justice (Ang et al.”
The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism (2015, background): “Because workload plays a role in citizenship behaviors and burnout (Beauregard, 2012; Ng & Feldman, 2008, 2010, 2011; Purvanova & Muros, 2010), we controlled for time spent at work.”
A dialectical theory of the decision to go to work: Bringing together absenteeism and presenteeism (2014, background): “Attendance while ill could be a way employees show their commitment to a supervisor, so presenteeism may be particularly likely early in one's tenure in a company as he or she seeks to demonstrate commitment to the organization (Ng & Feldman, 2011; Simpson, 1998; Somers, 2010).”
Psychological Ownership: A Meta-Analysis and Comparison of Multiple Forms of Attachment in the Workplace (2020, methodology): “We identified three usable effect sizes of bivariate relationships from existing meta-analyses that have compatible sample sizes with other bivariate relationships in our model, namely, those from Riketta (2002), Ng and Feldman (2011), and Podsakoff, Whiting, Podsakoff, and Blume (2009).”
Employee communication, job engagement, and organizational commitment: A study of members of the Millennial Generation (2017, background): “This is relevant to theory because both age and tenure with an organization may predict organizational commitment, particularly affective commitment (Beck & Wilson, 2000; Meyer & Allen, 1997; Ng & Feldman, 2011).”