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Affective Organizational Commitment (affective + organizational_commitment)
Selected AbstractsDo East Asians Respond More/Less Strongly to Organizational Justice Than North Americans?JOURNAL OF MANAGEMENT STUDIES, Issue 5 2009A Meta-Analysis abstract The present study reported a meta-analysis of the relationship between justice perceptions and affective organizational commitment, job satisfaction, turnover intentions, and trust in East Asia. Based on the tripartite model of self concept, we argued that the relationship between justice perceptions and outcome variables may be influenced by the salience of the personal versus relational/collective dimensions of self concept. Specifically, we argued that the salience of the personal self concept may lead to larger effect sizes in North America. While we also argued that the salience of the relational/collective self concept may increase the effect of justice perceptions in East Asia, these effects may be potentially eclipsed by the concerns for social harmony in this region. Results of our study suggest that in general, the effects of justice on outcome variables tend to be greater in North America than in East Asia. [source] An Exploration of How the Employee,Organization Relationship Affects the Linkage Between Perception of Developmental Human Resource Practices and Employee Outcomes*JOURNAL OF MANAGEMENT STUDIES, Issue 1 2008Bård Kuvaas abstract The purpose of the present study was to examine whether and how the quality of the employee,organization relationship (EOR) influences the relationship between employee perception of developmental human resource (HR) practices and employee outcomes. Analyses of 593 employees representing 64 local savings banks in Norway showed that four indicators of the EOR (perceived organizational support, affective organizational commitment, and procedural and interactional justice) moderated the relationship between perception of developmental HR practices and individual work performance. A strong and direct negative relationship was found between perception of developmental HR practices and turnover intention, but perceived procedural and interactional justice moderated this linkage. No support was found for a mediating role of the EOR indicators in the relationship between perception of developmental HR practices and employee outcomes. Implications and directions for future research are discussed. [source] Antecedents and consequences of basic versus career enrichment benefit satisfactionJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 6 2001Gary Blau Using a sample of 250 medical technologists (MTs) over a four-year time period, this study presents initial evidence for differentiating two different facets of benefit satisfaction,basic and career enrichment. Basic benefit satisfaction exhibited stronger relationships to subsequent general benefit satisfaction, organizational withdrawal intent, and turnover behavior, while career enrichment benefit satisfaction exhibited a stronger relationship to subsequent affective organizational commitment. Copyright © 2001 John Wiley & Sons, Ltd. [source] THE EFFECTIVENESS OF AN ORGANIZATIONAL-LEVEL ORIENTATION TRAINING PROGRAM IN THE SOCIALIZATION OF NEW HIRESPERSONNEL PSYCHOLOGY, Issue 1 2000HOWARD J. KLEIN This quasi-experimental field study examined the impact of attending a voluntary, organizational-level new employee orientation training program on organizational socialization. Six content dimensions of socialization were measured before and 1 to 2 months following orientation training for a sample of 116 new employees in a variety of occupations. Results revealed that employees attending the orientation training were significantly more socialized on 3 of the 6 socialization content dimensions (goals/values, history, & people) than employees who did not attend the training. Employees attending the orientation training also had significantly higher levels of affective organizational commitment than nonattendees, a relationship that was fully mediated by the socialization content dimensions, primarily goals/values, and history. [source] | ||||||||||