Antecedents and Consequences of Organizational Commitment Among Pakistani University Teachers

By A. Chughtai, Sohail Zafar. 2006

416 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/e161535a799a2693d94b0497d7045b0518a10bef

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Citations in the corpus

Job Satisfaction, Employee Loyalty and Job Performance in the Hospitality Industry: A Moderated Model (2020, result): “Based on the findings from previous research, employee loyalty has a positive correlation and unique contribution in determining job performance (Brown et al., 2011; Chughtai & Zafar, 2006; Darolia, Kumari, & Darolia, 2010; Razzaq, Ayub, Arzu, & Aslam, 2013).”
Employee development and turnover intention: theory validation (2013, background): “Theoretical framework The theoretical frame for this article has been drawn keeping in view works by a host of researchers (Chughtai and Zafar, 2006; Lee and Bruvold, 2003).”
An Empirical Assessment of Demographic Factors, Organizational Ranks and Organizational Commitment (2010, background): “Demographic factors such as age, tenure, and education level have been associated with organizational commitment (Abdulla & Shaw, 1999; Chughtai & Zafar, 2006; Dodd-McCue & Wright, 1996; Luthans, McCaul & Dodd, 1985; Morrow, 1993; Salami, 2008); however, Mathieu & Zajac (1990) and Weidmer (2006) in…”
The Relationships between Perceived Organizational Support, Felt Obligation, Affective Organizational Commitment and Turnover Intention of Academics working with Private Higher Educational Institutions in Malaysia (2009, result): “It was found that the academics who were more committed to the universities may have less intention to leave which is consistent with the findings of past research such as Mowday, Porter, & Steers, 1982; Mathieu & Zajac, 1990; Chughtai and Zafar, 2006, Mohamed et al., 2006).”
Testing the Effects of Employee Engagement, Work Environment, and Organizational Learning on Organizational Commitment☆ (2016, background): “According to Chughtai and Zafar (2006), fostering organizational commitment among employees is very essential, because employees who are highly committed toward their organizations are likely to stay longer, have better performance, and they tend to be highly involved at workplace.”
Leadership styles and organizational commitment: literature review (2016, background): “, 2006; Yousef, 2000), employee satisfaction (Chughtai and Zafar, 2006; Meyer et al., 2002; Yousef, 2000), and turnover (Angle and Perry, 1981; Meyer et al.”
Human resource practices and organizational commitment: The mediating role of job satisfaction in emerging economy (2019, background): “The concept of OC has gathered much attention from academicians and practitioners in more recent times (Brown, 1996; Chughtai & Zafar, 2006; Mowday, Steers, & Porter, 1979; Yahaya & Ebrahim, 2016).”
Relationship between leadership styles and dimensions of employee organizational commitment: a critical review and discussion of future directions (2014, unknown): “It is also related to numerous work-related attitudes and behaviors, including satisfaction, involvement with one’s job and work motivation (Markovits, Davis & Vandick, 2007; Chughtai & Zafar, 2006; Cooper-Hakim & Viswesvaran, 2005; Meyer et al., 2002; Allen & Meyer, 1996; Mowday et al., 1982).”
ANTECEDENTS OF ORGANIZATIONAL COMMITMENT OF BANKING SECTOR EMPLOYEES IN PAKISTAN (2012, background): “But very few researches (Chughtai & Zafar, 2006; Khan et al., 2010; Abdullah, 2011) have been made on the organizational commitment of employees in Pakistan, especially in the banking sector.”