Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study

Maia, Letícia Gomes; Bastos, Antônio Virgílio Bittencourt

doi:10.1590/1807-7692bar2015140061

Cited by 13 publications

(6 citation statements)

References 29 publications

(53 reference statements)

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“…Since it is widely accepted that the development of career commitment is a gradual progression (Lopez, 1994;Nägele & Neuenschwander, 2014), more longitudinal studies should be undertaken to investigate its temporal nature. For example, in both Maanen's (1975) and Maia and Bastos' (2015) longitudinal studies on newcomers' organizational commitment, a significant decline in newcomers' emotional attachment to their employer over time was captured. Given the relatively strong relation (r ¼ 0.52) between organizational commitment and career commitment identified in the present review, it would be worthwhile to explore how career commitment develops over different career stages and how the connections between career commitment and its antecedents change over time.…”

Section: Future Researchmentioning

confidence: 99%

A Meta-Analysis of the Antecedents of Career Commitment

Zhu

Kim

Milne³

et al. 2020

Journal of Career Assessment

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Career commitment refers to one’s emotional attachment to one’s career rather than to one’s current working organization. While career commitment has been studied for decades as an important construct in applied psychology research, robust conclusions about its antecedents have not been drawn by empirical research. To address this issue, this research presents the results of a meta-analytic review of the antecedents of career commitment based on data from 156 individual studies (N = 58,651) conducted between 1980 and 2019. A total of 52 latent antecedents were captured and categorized into five different groups, and the strength, direction and heterogeneity of the relations between career commitment and its antecedents were meta-analytically investigated. Our findings revealed that while individual attributes (e.g. age) alone were weak predictors of career commitment, psychological (e.g. job satisfaction) and organizational factors (e.g. organizational career growth) exhibited medium effect sizes. In addition, among job-related factors, autonomy demonstrated a relatively strong influence on career commitment. The implications are elucidated for researchers and practitioners in the light of these key findings.

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Section: Future Researchmentioning

confidence: 99%

A Meta-Analysis of the Antecedents of Career Commitment

Zhu

Kim

Milne³

et al. 2020

Journal of Career Assessment

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“…Among these, it can be highlighted the practices (career, security, compensation, performance evaluation, training and development, benefits, communication, participation in decisions) that reflect the human forces directed to the productive, managerial and strategic activities of an organization with a view to the demands required by complex and competitive environments (Collins & Clark, 2003;Zavyalova, Kosheleva, & Ardichvili, 2011;Darwish, 2013;Mithchell, Obeidat, & Bray, 2013;Tian, Cordery, & Gamble, 2016;Vermeeren, 2017;Katou, 2017;Krishnaveni & Monica, 2018). In addition, studies reveal that higher levels of commitment also lead to satisfactory performance (Riketta, 2002;Jaramillo, Mulki, & Marshall, 2005;Susanty & Miradipta, 2013;Araújo & Lopes, 2014;Maia & Bastos, 2015;Jesus & Rowe, 2015;Rocha & Honório, 2015;La Falce, Paiva, Muylder, & Morais, 2017).…”

Section: Introductionmentioning

confidence: 99%

Human Resources Practices and Organizational Commitment: Connecting the Constructs in a Public Organization

Oliveira¹,

Honório²

2020

RAM, Rev. Adm. Mackenzie

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Purpose: This article aims to describe and analyze the relationship between human resources practices and organizational commitment in a large public urban sanitation company. Originality/value: It has been found that most human resources practices significantly influence organizational commitment, showing that the affective and normative commitment is the most affected and, on a weaker scale, there is the continuance commitment. Design/methodology/approach: The survey was conducted with 349 employees whose formulated hypotheses were verified by multiple regression. Findings: The results indicated a predominance of affective commitment of employees, greater agreement with the practice of human resources associated with benefits and disagreement with the career planning regarding the policies related to the internal selection process, self-development, compensation policy and the promotion process. The multiple regression analysis allowed to confirm the hypotheses postulated, revealing a more significant positive relationship between human resources practices with the types of affective and normative commitment when compared to the continuance commitment. Organizational commitment of the affective type proved to be positively influenced by the human resources practices associated with career planning and benefits, while the commitment of the normative type was positively more induced by the human resources practice related to training and development. Despite the fact that the article revealed results that contribute to the academy, future research must be carried out to improve the relationship between the constructs treated in this study.

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“…O comprometimento organizacional (BASTOS et al, 2014;PAIVA;DUTRA;LUZ, 2015;HONÓRIO, 2020) também é considerado relevante para as organizações, pois estudos revelam que níveis mais altos de comprometimento também conduzem a desempenhos satisfatórios (ARAÚJO; LOPES, 2014;MAIA;BASTOS, 2015;JESUS;ROWE, 2015;HONÓRIO, 2015;FALCE et al, 2017). Assim, o envolvimento e o comprometimento são importantes para a produtividade e nível do trabalho e atividades, ao promover a otimização das capacidades (SANTOS; ARAÚJO; MARQUES, 2020).…”

Section: Introductionunclassified

Bem-Estar Subjetivo e Comprometimento Organizacional: um Estudo com Profissionais Contábeis

et al. 2021

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A regulação emocional ocorre através da expressão dos sentimentos no dia a dia e está relacionada diretamente ao bem-estar subjetivo. Este é um tema de discussões entre os gestores das empresas por estar associado com o comprometimento no trabalho. Este estudo teve como objetivo relacionar o bem-estar subjetivo com o comprometimento organizacional dos profissionais contábeis. A pesquisa foi quantitativa e exploratória. A população esteve composta por 208 colaboradores de quatro escritórios contábeis do Sul do Brasil, resultando em uma amostra de 155 respondentes. Os dados foram coletados através da aplicação de um questionário de autopreenchimento dividido em duas partes. A primeira, com base em Albuquerque e Tróccoli (2004) foi utilizada uma escala para avaliar o bem-estar subjetivo sendo dividido em afeto positivo, negativo e satisfação com a vida. A segunda, para mensurar o comprometimento organizacional com base no modelo de Meyer e Allen (1991) sendo dividido em comprometimento afetivo, instrumental e normativo. Os resultados obtidos demonstraram que o comprometimento afetivo dos colaboradores está diretamente relacionado com os afetos positivos e com a satisfação com a vida. Verificou-se também, que para os profissionais contábeis participantes da pesquisa, quanto maior o comprometimento normativo e instrumental, maiores são os afetos negativos e menor é a sua satisfação com a vida. ABSTRACT Emotional regulation occurs through the expression of feelings daily and is directly related to subjective well-being. This is a topic of discussion among company managers as it is associated with commitment at work. This study aimed to relate the subjective well-being with the organizational commitment of accounting professionals. The research was quantitative and exploratory. The population consisted of 208 employees from four accounting offices in southern Brazil, resulting in a sample of 155 respondents. Data were collected through the application of a self-administered questionnaire divided into two parts. The first, based on Albuquerque and Tróccoli (2004), used a scale to assess subjective well-being divided into positive, negative affect and life satisfaction. The second, to measure organizational commitment based on the model of Meyer and Allen (1991) being divided into affective, instrumental, and normative commitment. The results obtained showed that the employees' affective commitment is directly related to positive affections and satisfaction with life. It was also found that for the accounting professionals participating in the survey, the greater the normative and instrumental commitment, the greater the negative affect and the lower their satisfaction with life.

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Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study

Cited by 13 publications

References 29 publications

A Meta-Analysis of the Antecedents of Career Commitment

A Meta-Analysis of the Antecedents of Career Commitment

Human Resources Practices and Organizational Commitment: Connecting the Constructs in a Public Organization

Bem-Estar Subjetivo e Comprometimento Organizacional: um Estudo com Profissionais Contábeis

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