Perceived External Prestige, Affective Commitment, and Citizenship Behaviors

By Abraham Carmeli. 2005

309 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/ad1afdfddf0c7df190b2cb3bcccc985565d7b212

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Citations in the corpus

An organizational ethic of care and employee involvement in sustainability-related behaviors: A social identity perspective (2017, background): “Others showed that social organizational performance are more powerful then economic performance in enhancing one’s attachment to the organization (Carmeli, 2005).”
Linking Perceived External Prestige and Intentions to Leave the Organization: The Mediating Role of Job Satisfaction and Affective Commitment (2009, methodology): “(Carmeli, 2005b, p. 459) Social workers’ community awareness and concern make them sensitive to the way others outside the organization view and evaluate their organization.”
Corporate social responsibility organizational identification and motivation (2011, background): “…consider different aspects (e.g. financial, ethical, and social) of the organization’s prestige, whereas ‘‘insiders’’, by comparison, build their own view of the organization and its values (OI), and prejudge how ‘‘outsiders’’ view their organization (perceived external prestige) (Carmeli, 2005).”
How leadership enhances employees’ knowledge sharing: the intervening roles of relational and organizational identification (2011, background): “A favorable organizational image is a key to the development of organizational identification and commitment (e.g., Carmeli 2005; Dukerich et al. 2002; Smidts et al. 2001).”
Government Employees’ Organizational Citizenship Behavior: The Impacts of Public Service Motivation, Organizational Identification, and Subjective OCB Norms (2017, background): “Empirical studies have shown a positive relationship between organizational identification and OCB in the context of private sector organizations (Carmeli 2005; Dick et al. 2006; Dukerich, Golden, and Shortell 2002; Jiao and Hackett 2007; Mael and Ashforth 1992).”
Brand personality: theory and dimensionality (2018, background): “Existing employees are also concerned about how the status of their employing organisation is perceived externally; perceived external prestige influences both employee identification (Smidts et al., 2001) and commitment (Carmeli, 2005).”
Valuing diversity: a group‐value approach to understanding the importance of organizational efforts to support diversity (2009, background): “A number of studies have documented that affective commitment is an antecedent to citizenship behavior because people who are affectively committed to an organization are more apt to exert effort on its behalf (Carmeli, 2005; Lavelle et al., 2007; Meyer, Stanley, Herscovitch, & Topolnytsky, 2002; No”
The effects of the perceived external prestige of the organization on employee deviant workplace behavior: The mediating role of job satisfaction (2016, background): “Indeed, prestige is what attracts and connects employees to an organization (Carmeli, 2005a).”
The Autonomy Paradox: The Implications of Mobile Email Devices for Knowledge Professionals (2013, unknown): “Research has found that such status increases the degree to which professionals internalize occupational norms of responsibility (Ashforth and Humphrey 1993; Bergami and Bagozzi 2000; Burke and Reitzes 1991; Carmeli 2005).”
Transformational Leaders and Work Performance: The Mediating Roles of Identification and Self-efficacy (2013, methodology): “Transformational leadership and follower performance The charismatic-transformational approach to leadership has developed based on two seminal perspectives, Max Weber’s Theory of Charisma (1947) and Burns’ (1978) Transforming Leadership Theory.”
Toward the Model of University Image: The Influence of Brand Personality, External Prestige, and Reputation (2008, background): “…the role of communication in building those constructs in individuals’ perception, it is clear that how an organization communicates with its internal, as well as external, constituencies influences on their assessment, and consequently, their attitude toward the organization (Carmeli, 2005).”
Linking Meaningfulness in the Workplace to Employee Creativity: The Intervening Role of Organizational Identification and Positive Psychological Experiences (2009, background): “, 2002; Riketta, 2005; Riketta & Van Dick, 2005) to understand the implications of organizational identification for a variety of behaviors and outcomes at work (Carmeli, 2005; Carmeli, Gilat, & Waldman, 2007; Dukerich et al., 2002; Dutton et al., 1994).”
Do employees value strategic CSR? A tale of affective organizational commitment and its underlying mechanisms (2019, background): “Carmeli (2005) and Mueller et al. (2012) add that workers remain loyal to the entity because they want to, not because they need to, as they feel a positive sentimental at‐ tachment to it.”
Personality traits, affective commitment, documentation of knowledge, and knowledge sharing (2011, background): “an employee can develop toward the organization (Carmeli 2005).”