“I” is to continuance as “We” is to affective: the relevance of the self‐concept for organizational commitment

By Russell E. Johnson, Chu-Hsiang (Daisy) Chang. 2006

179 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/bec5891d4cb6783e8d6e26f679d1016e1b4cea9e

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In Applied Psychology

In Organizational Behavior and Human Resource Management

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Citations in the corpus

Employee isolation and telecommuter organizational commitment (2020, background): “…to remain with the organization out of a sense of responsibility, shared norms, or reciprocity for organizational investments in the individual and may be emotional or instrumental (Jacobs, 2008; Johnson and Chang, 2006; Jønsson and Jeppesen, 2012; Meyer and Allen, 1991; Nazir et al., 2016).”
The relationship between diversity training, organizational commitment, and career satisfaction (2010, background): “JEIT 34,6 522 Educational level and tenure have also been found to positively associate with commitment (Al-Emadi and Marquardt, 2007; Sikorska-Simmons, 2005; Johnson and Chang, 2006).”
Identity Negotiation at Work (2009, background): “Johnson and Chang (2006, 2008), for example, found that employees with salient interdependent self-views placed greater emphasis on their level of affective commitment to their organization (i.e., genuine emotional attachment to the organization and acceptance of organizational goals and values).”
When apologies work: How matching apology components to victims' self-construals facilitates forgiveness (2010, methodology): “" Alphas for the scales were .77, .67, and .63, respectively , consistent with previous studies (Johnson & Chang, 2006; Johnson et al., 2006).”
Play hard, work hard: Fun at work and job performance (2014, background): “Individuals with affective commitment to an organization are more likely to work toward the benefit of their organization and are more likely to exhibit organizational citizenship behaviors (Johnson and Chang, 2006).”