The multi‐dimensional nature of organisational commitment in a non‐western context

By Abubakr Suliman, P. Iles. 2000

127 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/dfe88540d88d4dd8838abab71b345a86e8b4ab6f

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In Demography

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Occupational stress, ill health and organisational commitment of employees at a university of technology (2009, background): “Despite the plethora of studies on organisational commitment and its nature, antecedents, consequences and collates, the construct remains ill-defined and ill-conceptualised (Suliman & Iles, 2000b).”
Job insecurity, extrinsic and intrinsic job satisfaction and affective organisational commitment of maintenance workers in a parastatal (2005, unknown): “The internal consistency for this subscale of the questionnaire has been confirmed at the 0,80 level (Suliman & Iles, 2000).”
Linking rewards to commitment: an empirical investigation of four UK call centres (2007, result): “The alpha values and construct reliability values obtained for the normative commitment scale in this study (see Table 4 ) are an improvement over other studies, as previous studies have demonstrated normative commitment as a weak concept due to its poor reliability value (Suliman and Iles, 2000 ;”
The power of psychological empowerment as an antecedent to organizational commitment in Indian managers (2005, background): “Nevertheless, the need for a greater understanding of this organizational phenomenon increases daily (Suliman and Iles, 2000).”
Organizational commitment and intentions to quit: An examination of the moderating effects of psychological contract breach in Trinidad and Tobago (2006, background): “As such, because affective commitment refers to the employee's emotional attachment, as well as identification with and involvement in the organization, it is likely that committed employees may therefore remain because they wish to maintain their membership in order to facilitate organizational goa”