Managing Organizational Commitment: Insights from Longitudinal Research.

By Paula C. Morrow. 2011

269 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/e7533eb852640e58d0e3c9c39d2d899af4506536

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

The incremental validity of organizational commitment, organizational trust, and organizational identification (2015, background): “…identification Perceived organizational support Psychological contract breach Meta-analysis Many organizations strive to increase employee loyalty (Morrow, 2011; Rousseau, 1998), as employees who are psychologically attached to an organization are more satisfied and more productive (Hunter &…”
Five-factor model of personality and organizational commitment: The mediating role of positive and negative affective states (2012, background): “…r n a l h o m e p a g e : w w w . e l s e v i e r . c o m / l o c a t e / j v b Although research has widely investigated the situational antecedents of commitment (Meyer, Stanley, Herscovitch, & Topolnytsky, 2002; Morrow, 2011), much less attention has been given to its dispositional antecedents.”
The role of perceived autonomy support in principals’ affective organizational commitment and job satisfaction (2015, methodology): “…have been conducted on the relations of AOC to retention, job satisfaction (Morrow 2011; Shapira-Lishchinsky 2010), job performance (Riketta 2002; Shapira-Lishchinsky2010),work effort, and absenteeism,with results indicating that high AOC is related to beneficial job-related outcomes (Morrow 2011).”
Employees' satisfaction with retention factors: Exploring the role of career adaptability (2015, methodology): “In line with the guidelines of Podsakoff, MacKenzie, Lee, and Podsakoff (2003), the one-factor results suggested that common method bias did not pose a threat to our findings.”
The Influence of Organizational Commitment on Omani Public Employees’ Work Performance (2017, background): “Indeed, organization endeavour to enhance employees’ organizational commitment (Morrow, 2011), as it is expected that employees who are psychologically attached to an organization are more satisfied and, sequentially, more productive (Hunter and Thatcher, 2007).”
Are Commitment Profiles Stable and Predictable? A Latent Transition Analysis (2016, background): “Morrow’s (2011) review of longitudinal studies revealed that commitment can increase or decrease as a consequence of organizational change.”
Affective Commitment as a Core Essence of Organizational Commitment (2015, background): “An important variable in creating the conditions necessary to support the affective commitment of employees in organizations is examining the contexts and interpersonal relationships in which HR practices take place (Morrow, 2011).”
Fairness of Performance Appraisal and Organizational Commitment (2013, background): “Performance appraisal is viewed as an important mechanism for changing employees’ attitude and behaviors such as affective commitment (Morrow, 2011).”