Foci of attachment in organizations: A meta-analytic comparison of the strength and correlates of workgroup versus organizational identification and commitment

By M. Riketta, Rolf van Dick. 2005

748 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/ae8fea342c0cb03646e72c2f1773050f93b8c176

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Organizational identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matter? (2006, background): “Perhaps the most significant development in organizational identification and organizational commitment theories has been the recognition that both concepts can be directed toward a wide range of foci, or social categories, of relevance to workplace behavior (e.g., Becker, Billings, Eveleth, & Gilbe”
Relationship between leadership styles and dimensions of employee organizational commitment: a critical review and discussion of future directions (2014, neutral): “Several decades of research demonstrate that organizational commitment can have positive consequences for the organization and the individual employee (O’Driscoll, Pierce & Coghlan, 2006; Riketta & van Dick., 2005; Meyer et al., 2002; Mathieu & Zajac, 1990).”
Transformational leadership and employee performance: The role of identification, engagement and proactive personality (2019, background): “Previous research has shown that employees’ identification relates to outcomes such as in-role behavior and job performance (Riketta, 2005; Riketta and Van Dick, 2005; Smidts, et al., 2001; Walumbwa et al., 2008, 2011).”
The downside of organizational identification: Relations between identification, workaholism and well-being (2012, neutral): “Thus, summarizing existing research, corroborated by meta-analyses (Riketta, 2005 ; Riketta & van Dick, 2005 ), identification with the organization or subgroups within the organization has been found to increase employees’ job satisfaction and well-being.”
Identity leadership going global: Validation of the Identity Leadership Inventory across 20 countries (2018, background): “…members in an organization is a basis not only for individuals’ attitudes (e.g., job satisfaction) but also for behavioural outcomes (e.g., their contribution to group goals and organizational citizenship behaviours; for earlier meta-analytic evidence, see Riketta, 2005; Riketta & van Dick, 2005).”