The Relationship between the Three Components of Commitment and Employee Performance in China.

By Z. Chen, A. M. Francesco. 2003

505 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/b5a22366c6b77a28da2e783aca7bf14153a983cd

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Matching Ethical Work Climate to In-role and Extra-role Behaviors in a Collectivist Work Setting (2008, background): “Due to the relation-oriented nature of Chinese society, a caring climate would particularly play an important role in promoting normative commitment, because of socially constructed norms rather than individually constructed attitudes (Chen and Francesco, 2003).”
Work-Life Balance and Employees' Performance: The Mediating Role of Affective Commitment (2014, background): “On the other hand, the high level of employees’ affective commitment to their organization increases in-role performance (Chen and Francesco, 2003; Mathieu and Zajac, 1990; Mayer and Schoorman, 1992; Swailes, 2004).”
Enhancing employee outcomes: The interrelated influences of managers' emotional intelligence and leadership style (2012, methodology): “This measure was translated into a Chinese version and used in China (Chen and Francesco, 2003).”
Organizational rewards and employee commitment: a Chinese study (2012, background): “Compared to other commitment mindsets it has consistently been found to be the most accurate predictor of positive organizational behavior (Chen and Francesco, 2003).”
Employee Resilience and OCB: Mediating Effects of Organizational Commitment (2016, background): “This attachment to the organization helps employees to engage themselves in organizational activities (like OCB) willingly (Chen & Francesco, 2003; Organ & Ryan, 1995).”
Combined effects of the three commitment components on focal and discretionary behaviors: A test of Meyer and Herscovitch’s propositions☆ (2006, background): “Chen and Francesco (2003) found that the relation between AC and organizational citizenship behavior (altruism and conscientiousness) was stronger when NC was low than when it was high.”
Satisfaction With Work-Life Benefits and Organizational Commitment/Job Involvement (2013, methodology): “Dependent Variables As previously mentioned, the work motivation factors organizational commitment and job involvement were chosen because they are important predictors of performance (Chen & Francesco, 2003; Chughtai, 2008; Hunter & Thatcher, 2007; Shih, Chiang, & Hsu, 2010).”
Reactions to psychological contract breach: a dual perspective (2008, methodology): “This scale had been used by Chen and Francesco (2003) in China.”
The impact of employee perceptions of training on organizational commitment and turnover intentions: a study of multinationals in the Chinese service sector (2011, background): “Over the last decade, many studies have been conducted on the organizational commitment of Chinese employees (Chen and Francesco 2000 , 2003 ; Wong et al.”