Unpacking Commitment: Multiple Loyalties and Employee Behaviour*

By Tom Redman, E. Snape. 2005

181 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/fbed76ce1f029708209b71ed730b8f64dba62149

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Citations in the corpus

Satisfaction with HR practices and commitment to the organisation: why one size does not fit all (2005, background): “These reactions, when positive, link to employees’ affective commitment to their organisation, often mediated through their relationship with their line manager (Redman and Snape, 2005) and lead to better or more discretionary behaviour and improved task performance.”
Examination of the Relationships Between Servant Leadership, Organizational Commitment, and Voice and Antisocial Behaviors (2015, methodology): “Research on union commitment (e.g., Bamberger et al. 1999; Cohen 2005; Fullagar et al. 2004; Monnot et al. 2011; Redman and Snape 2005) could be used as a starting point for this line of inquiry.”
Dual commitment in the organization: Effects of the interplay of team and organizational commitment on employee citizenship behavior, efficacy beliefs, and turnover intentions (2017, background): “Most of what is known about team and organizational commitment, however, is based on studies of their relative strength (Riketta & van Dick, 2005) or additive effects (e.g. Redman & Snape, 2005).”
#Trending topics in careers: a review and future research agenda (2017, methodology): “For example, recent research on workplace commitment (e.g. Klein et al., 2012; Redman and Snape, 2005) has argued that the traditional notion of organizational commitment – in which an individual has a unique commitment to their employer – may be too restrictive, as individuals nowadays may feel…”
An exploration of how the employee-organization relationship affects the linkage between perception of developmental human resource practices and employee outcomes (2007, unknown): “Furthermore, since recent research suggests that work performance is not necessarily a response to organizational commitment, but to commitments to cognitively closer foci such as the supervisor and co-workers (Redman and Snape, 2005), future studies could investigate multiple constituencies of comm”
Organizational and Client Commitment among Contracted Employees. (2006, background): “For example, it has been amply demonstrated that employees can have independent levels of commitment to their employers and the unions, which represent them (e.g., Bamberger, Kluger, & Suchard, 1999; Redman & Snape, 2005).”