AFFECTIVE, CONTINUANCE, AND NORMATIVE COMMITMENT TO THE ORGANIZATION: A META-ANALYSIS OF ANTECEDENTS, CORRELATES, AND CONSEQUENCES

By John P. Meyer, David Stanley, Lynne Herscovitch, Laryssa Topolnytsky. 2002

7,248 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/b0d9a92465c48b4eb81d6057df4a2735fc660163

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Citations in the corpus

Effects of organizational justice, trust and commitment on employees' deviant behavior (2011, background): “Continuance commitment implies psychological costs for employees (Meyer et al., 2002), and when employees perceive a lack of alternatives they may feel ‘trapped’, with negative consequences (Namasivayam & Zhao, 2007).”
The impact of perceived corporate social responsibility on organizational commitment and the moderating role of collectivism and masculinity: evidence from China (2014, background): “These results are important given the relationship between organizational commitment and job attitudes of benefit to organizations such as job performance, employee well-being and employee retention (Meyer et al. 2002; Riketta 2002).”
The effects of lecturer commitment on student perceptions of teaching quality and student satisfaction in Chinese higher education (2015, neutral): “Although Meyer and Allen (1997) and Meyer, Stanley, Herscovitch, and Topolnytsky (2002) suggest that affective and normative commitment particularly influence how an employee carries out their work and performs their responsibilities, we argue that in an educational context the commitment of…”
The relationship between ‘high-performance work practices’ and employee attitudes: an investigation of additive and interaction effects (2007, background): “There is also evidence that both job satisfaction and employee commitment are positively associated with measures of organizational performance (e.g. Harter et al., 2002; Meyer et al., 2001; Ostroff, 1992).”
Diversity management for all? An empirical analysis of diversity management outcomes across groups (2015, background): “Furthermore, continuance commitment, rather than influenced by social exchange, is based on employees’ perceptions of economic advantages in one’s current job in respect to other employment opportunities (Eisenberger et al., 1990; Meyer et al., 2002).”
Four Bases of Family Business Successor Commitment: Antecedents and Consequences (2005, result): “Given that similar results can be found in the organizational behavior literature (Meyer et al., 2002), we expect to find differential relations between the four bases of successor commitment and discretionary behaviors exhibited by these family members.”
The Relationship Between Responsible Leadership and Organisational Commitment and the Mediating Effect of Employee Turnover Intentions: An Empirical Study with Australian Employees (2017, neutral): “An extensive body of the literature is concerned with the interrelations between leaders and the workgroup, particularly regarding how various leadership styles are related to the level of organisational commitment (Meyer et al. 2002).”
Examining the Role of Personal Identification With the Leader in Leadership Effectiveness (2013, background): “In addition, affective organizational commitment has been found to be significantly related to employee health and well-being, stress, turnover, and performance (Meyer et al., 2002).”
A Test of the Relationships among Perceptions of Justice, Job Satisfaction, Affective Commitment and Organizational Citizenship Behavior (2005, background): “Relationship between organizational commitment and OCB has been also documented by Meyer et al. (2000).”
Influence of Social Exchange Relationships on Affective Commitment and Innovative Behavior: Role of Perceived Organizational Support (2018, background): “, [60,129], who also proposed that POS was a suitable mechanism to observe different job factors, like LMX, tie strength, affective commitment, and employees’ IB.”