Organizational commitment, turnover intentions and the influence of cultural values.

By S. Wasti. 2003

404 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/c0aeeb0438737af0ec5fac5c988c31831529777d

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

1. Alexandre J. S. Morin
2. John P. Meyer
3. Rolf van Dick
4. Laryssa Topolnytsky
5. C. Kam
6. H. Rainey
7. Sung Min Park
8. A. Davis

In Social Psychology

1. Alexandre J. S. Morin
2. John P. Meyer
3. Laryssa Topolnytsky
4. Rolf van Dick
5. C. Kam
6. A. Davis
7. Y. Markovits
8. Ela Ünler Öz

In Sociology and Political Science

1. Alexandre J. S. Morin
2. John P. Meyer
3. Rolf van Dick
4. Merrill Warkentin
5. Allen C. Johnston
6. Laryssa Topolnytsky
7. A. Davis
8. Y. Markovits

Citations in the corpus

• Organizational Commitment Profiles and Job Satisfaction among Greek Private and Public Sector Employees (2007, background): “(2002) report AC in particular to be a powerful predictor of job outcomes in the (individualistic) US, with NC becoming more important elsewhere (see Gautam et al., 2005; Wasti, 2003).”
• Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa (2013, background): “The affective component has the strongest and most consistent relationship with desirable workplace outcomes (Arzu Wasti, 2003).”
• Antecedents, Mediators, and Consequences of Affective, Normative, and Continuance Commitment (2007, background): “Meyer and Allen (1991) argued that commitment is a psychological state that characterizes the employee’s relationship with the organization and that has implications for decisions to continue or discontinue membership in the organization ( Wasti, 2003 ).”
• The Influence of Corporate Culture on Employee Commitment to the Organization (2012, background): “Research evidence (Clugston, 2000; Deal and Kennedy, 1982; Denison, 1984; Denison, 1990; Kotter and Heskett, 1992; Peters and Watermann, 1982; Rowe et al., 1992; Wasti, 2003) suggests that corporate culture exerts a considerable influence on organizational behaviour, especially in the areas of effic”
• Exploring the Relationships Among Trust, Employee Satisfaction, and Organizational Commitment (2011, background): “Several consequences of commitment, including job performance, intent to leave, and turnover, have been also explored (e.g. Meyer et al. 2002; Wasti 2003; Yao and Wang 2006).”
• Supervisory coaching and performance feedback as mediators of the relationships between leadership styles, work engagement, and turnover intention (2018, neutral): “Further, as a collectivist society wherein human relationships ( guan-xi ) are more close-knitted (Brewer and Chen 2007) and people are more group-oriented (Wasti 2003), Malaysia o ff ers an Asian context that emphasizes relationship quality (e.g. Song et al. 2012).”
• Mediating Role of Affective Commitment in HRM Practices and Turnover Intention Relationship: A Study in a Developing Context (2011, neutral): “In fact, of these three components, affective commitment has been found to be the most consistent and strongest predictor of positive organizational outcomes; and high organizational commitment is associated with decreased turnover intentions (Iverson, 1996; Wasti, 2003; Mathieu & Zajac, 1990), cont”
• Organizational Commitment and Job Satisfaction among Teachers during Times of Burnout (2012, background): “Satisfaction, promotions (Wasti, 2003), and organizational identification (House et al., 2004) are the strongest predictors of organizational commitment.”