Antecedents and Consequences of Organizational Commitment

By A. Karrasch. 2003

126 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/daddd70448814b9901cfc4e070490f306fc44112

How researchers see this paper

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

In Gender Studies

1. K. Gangai
2. Samina Nawab
3. Rachna Agrawal
4. Natalie J. Allen
5. Edel Conway
6. Komal Bhatti
7. Stephanie C Payne
8. Ann Hergatt Huffman

In Organizational Behavior and Human Resource Management

1. K. Gangai
2. Muhammad Asrar‐ul‐Haq
3. Samina Nawab
4. Rachna Agrawal
5. R. Danish
6. Natalie J. Allen
7. K. P. Kuchinke
8. Edel Conway

Citations in the corpus

• Relating career stage to attitudes towards HR practices and commitment: Evidence of interaction effects? (2004, background): “Research also suggests that affective commitment is associated with lower absenteeism (Hackett et al., 1994; Mathieu & Zajac, 1990; Meyer, Allen, & Smith, 1993; Somers, 1995) and higher financial performance (DeCotiis & Summers, 1987).”
• JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT: IS IT IMPORTANT FOR EMPLOYEE PERFORMANCE (2015, background): “These three fundamental components related to the definitions of organizational commitment have been found in literature very frequently, such as: affective, continuance, and normative (Allen and Meyer, 1990, 1996; Karrasch, 2003; Greenberg, 2005; Turner and Chelladurai, 2005).”
• Influence of Employee Compensation on Organizational Commitment and Job Satisfaction: A Case Study of Educational Sector of Pakistan (2011, background): “In general there are three dimensions of commitment which are continuance commitment, affective commitment and normative commitment (Allen and Meyer, 1996; Karrasch, 2003; Turner and Chelladurai, 2005; Greenberg, 2005; Boehman, 2006; Canipe, 2006).”
• The relationship between corporate social responsibility, job satisfaction, and organizational commitment: Case of Pakistani higher education (2017, background): “Allen and Meyer’s model of organizational commitment identifies three componen ts of organizational commitment: affective commitment, continuance commitment and no rmative commitment (Meyer & Allen, 1991; Meyer, Allen, & Smith, 1993; Karrasch, 2003; Turner & Chelladurai, 2005; Gamble & Huang, 2008).”
• Organizational Commitment in the Military: A Discussion of Theory and Practice (2003, background): “Perceived tokenism is defined here as “the perceived aversive outcomes of skewed group proportions” (Karrasch, 2003/this issue, p. 229).”
• Job Satisfaction and Organizational Commitment of University Teachers in Public Sector of Pakistan (2010, background): “It is generally considered as three dimensional construct comprising of affective commitment, continuance commitment and normative commitment (Boehman, 2006; Canipe, 2006; Turner and Chelladurai, 2005; Greenberg, 2005; Allen and Meyer, 1996; Karrasch, 2003).”