The relationship between affective and normative commitment: review and research agenda

By Mindy E. Bergman. 2006

327 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/e28883a009349994ba54c007793571bf5285e164

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

The Effects of Values, Work Centrality, and Organizational Commitment on Organizational Citizenship Behaviors: Evidence from Turkish SMEs (2013, background): “Also, it should be noted that affective commitment develops through positive workplace experiences (Meyer, Bobocel, & Allen, 1991; Meyer, Irving, & Allen, 1998) and positive experiences that lead an employee to become affectively attached to an organization might be perceived as investments that the”
Beyond the three-component model of organizational commitment. (2008, background): “Third, at a psychological level, Meyer and Allen’s argument hints at a type of reciprocal learning of which no empirical evidence exists yet (Bergman, 2006; Meyer, Allen, & Gellatly, 1990).”
Affective Commitment as a Core Essence of Organizational Commitment (2015, background): “Over the past 10 years, however, authors have challenged the three-component model and similar models that attempt to combine the previous streams of continuance, normative, and affective commitment research (Bergman, 2006; Solinger et al., 2008; Stazyk et al., 2011).”
The Relationship Between Work Engagement and Organizational Commitment: Proposing Research Agendas Through a Review of Empirical Literature (2017, background): “As cross-sectional research design does not take into account the factor that work engagement and organizational commitment develop over time (Bergman, 2006), studies need to consider the longitudinal research design, which could provide more in-depth insights regarding the engagement–commitment rel”
HRM practices and organizational commitment profiles (2008, background): “We anticipate that as future research addresses the conceptual issues associated with normative commitment (for a review, see Bergman 2006 ) this component will be integrated more fully within commitment profile configurations.”
The Workaholism Analysis Questionnaire: Emphasizing Work-Life Imbalance and Addiction in the Measurement of Workaholism (2013, background): “Bergman (2006) suggests NC may be a consequence of high AC.”
Ethical work climate, employee commitment and proactive customer service performance: Test of the mediating effects of organizational politics (2017, background): “Thus, there is a lack of distinction between these two constructs (Bergman, 2006; Solinger et al., 2008).”
Different or alike?: Exploring the psychological contract and commitment of different generations of hospitality workers (2012, background): “Whereas the original normative commitment scale captured an internalization of social loyalty norms to the organization, more recent definitions of NC reflect reciprocity for a benefit (Bergman, 2006; Jaros, 2007; Meyer et al., 2002; Solinger et al., 2008), a concept essentially similar to the psych”
Examination of the Relationships Between Servant Leadership, Organizational Commitment, and Voice and Antisocial Behaviors (2015, background): “In doing so, the discriminant validity of commitment components, which has been questioned (Bergman 2006; Jaros 1997; Ko et al. 1997; Powell and Meyer 2004), will be further clarified.”
Commitment to Organizational Change: A Critical Review (2010, background): “…is an inherent aspect of the affective and normative constructs themselves (perhaps the allegedly different normative and affective mindsets are largely redundant – Jaros, 2009), or is a measurement artifact of the Meyer and Allen scales, is yet to be fully resolved (Bergman, 2006; Jaros, 2007).”