Affective and continuance commitment to the organization: Test of an integrated model in the Turkish context.

By S. Wasti. 2002

237 citations recorded by the source corpus.

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Citations in the corpus

Collective teacher efficacy as a mediator in the relationship between instructional leadership and teacher commitment (2020, methodology): “The present research examined teachers’ commitment to school in terms of the affective, continuance and normative commitment dimensions (Liu & Bellibas, 2018; Wasti, 2002).”
Person-organization and person-supervisor fits: Employee commitments in a Chinese context (2011, background): “Generally, people in collectivistic cultures emphasize attending to others in order to maintain a harmonious interdependence with them (Wasti, 2002).”
The Effects of Organizational Training on Organizational Commitment (2010, unknown): “Furthermore, affective commitment is also found as an antecedent of employee performance (Maxwell & Steele, 2003; Wasti, 2002; Wasti & Can, 2008).”
Meyer and Allen Model of Organizational Commitment: Measurement Issues (2007, methodology): “CC is based on Becker’s (1960) side-bet theory, and as Wasti (2002) acknowledges, Becker contemplated commitment based on a broad array of costs, ranging from economic to cultural and social to psychological.”
Organizational commitment, turnover intentions and the influence of cultural values. (2003, background): “, letting people down) from being considered (Wasti, 2002).”
Cross-cultural organizational behavior. (2007, background): “…extrinsic job characteristics were positively related to job satisfaction across cultures, intrinsic job characteristics were more strongly associated with job satisfaction in rich countries dominated by individualistic and lowpower-distance values (Huang & Van de Vliert 2003, Hui et al. 2004).”
The power of psychological empowerment as an antecedent to organizational commitment in Indian managers (2005, background): “Finally, normative commitment is argued to develop from organizational commitment norms that develop pre-entry (through familial and cultural socialization) or post-entry (through organizational socialization) and appears to be predictive of positive outcomes, albeit not as strongly as affective com”
Cultural Intelligence in Organizations (2006, background): “For example, people in collectivist cultures show more commitment to their organizations (Wasti, 2002), and social loafing is not as extreme as in individualist cultures (Earley, 1989).”
The Effects of Values, Work Centrality, and Organizational Commitment on Organizational Citizenship Behaviors: Evidence from Turkish SMEs (2013, background): “There is no certainty about the effects of normative commitment in the organizational setting (Wasti, 2002).”
Effects of socially responsible human resource management on employee organizational commitment (2011, background): “…culture settings: China (Chen and Francesco 2003; Cheng and Stockdale 2003); Australia (Iverson and Buttigieg 1999); South Africa (Bagraim and Sader 2007); South Korea (Lee, Allen, Meyer and Rhee 2001); Europe (Vandenberghe, Stinglhamber, Bentein and Delhaise 2001); and Turkey (Wasti 2002).”