A Construct Validity Study of Commitment and Perceived Support Variables

Bishop, James W.; Scott, K. Dow; Goldsby, Michael G.; Cropanzano, Russell

doi:10.1177/1059601103255772

Cited by 119 publications

(83 citation statements)

References 44 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Consistent with the results of Bishop, Scott, Goldsby and Cropanzano (2005), employees differentiated between nested forms of commitment, specifically between contractor and client affective commitment. Our findings support the proposition that contracted employees develop attachments to both their employers and their client organizations.…”

Section: Discussionsupporting

confidence: 75%

Organizational and client commitment among contracted employees

Coyle‐Shapiro

Morrow

2006

Journal of Vocational Behavior

103

View full text Add to dashboard Cite

This study examines affective commitment to employing and client organizations among long-term contracted employees, a new and growing employment classification. Drawing on organizational commitment and social exchange literatures, we propose two categories of antecedents of employee commitment to client organizations. We tested our hypotheses using a survey collected from employees in four UK contracting organizations delivering a service on behalf of a government entity. The results suggest that perceived client organizational support and attractiveness of the client organization relate positively to employees' affective commitment to the client organization. Furthermore, affective contractor commitment explained unique variation in client affective commitment beyond that accounted for by the client-based predictors, suggesting that employees' commitment to their own contracting organization is important to explaining employees' commitment to the client organization. We suggest that a greater reliance on social exchange theory may provide a basis for understanding commitment in its different forms and foci. Organizational and Client Commitment among Contracted Employees AbstractThis study examines affective commitment to employing and client organizations among

show abstract

Section: Discussionsupporting

confidence: 75%

Organizational and client commitment among contracted employees

Coyle‐Shapiro

Morrow

2006

Journal of Vocational Behavior

103

View full text Add to dashboard Cite

show abstract

“…Employees with strong affective commitment remain because they want to, compared to those with strong continuance commitment who remain because they need to; those with strong normative commitment remain because they ought to do so (Allen & Meyer, 1990, p. 3). Of these three components of organisational commitment, affective commitment has been the most widely studied (Bishop, Scott, Goldsby & Cropanzano, 2005;Sheng & Tian, 2010;Wasti, 2003) as it has consistent relationships with performance, attendance and intention to quit (Afolabi et al, 2009;Ferreira, 2012;Hammond, 2008;Oehley, 2007). As this study focuses on the impact of servant leadership on team effectiveness, affective commitment appears to be the most appropriate component of team commitment for predictive purposes.…”

Section: Conceptualising Affective Team Commitmentmentioning

confidence: 99%

The relationship between servant leadership, affective team commitment and team effectiveness

Mahembe

Engelbrecht

2013

SA j. hum. resour. manag.

View full text Add to dashboard Cite

Orientation: Value-based leadership practices play a critical role in teamwork in high-performance organisations. Research purpose: The aim of the study was to empirically validate a theoretical model explicating the structural relationships between servant leadership, affective team commitment and team effectiveness. Motivation for the study: The increased eliance on teams for production calls for an analysis of the role of follower-focused leadership practices in enhancing eam effectiveness.Research design, approach and method: A non-probabilityand multicultural sample consisting of 202 primary and secondary school teachers was drawn from 32 chools in the Western Cape Province of South Africa.Main findings: High levels of reliability were found and uni-dimensionality of the subscales was demonstrated through exploratory factor analyses. Good fit with the data was found for the measurement models through confirmatory factor analyses. Structural equation modelling showed a reasonable fit for the structural model. Positive relationships were found amongst servant leadership, team effectiveness and affective team commitment. Standard multiple regression analysis showed that affective team commitment moderated the relationship between servant leadership and team effectiveness.Practical/managerial implications: The findings emphasise the central role played by servant leadership and affective team commitment in team performance. Servant leadership fosters team effectiveness if employees feel committed to their work team.Contribution/value-add: The servant leadership style alone may not be a sufficient condition for team effectiveness; other variables, such as affective team commitment, also play a role. The study suggested specific variables that may also combine with leadership to positively influence team effectiveness.

show abstract

“…These indicators were designed to represent all facets/dimensions of the latent variables in each parcel in the case of multidimensional scales (e.g., supportive climate, resilience, needs satisfaction, well-being and distress; see Kishton & Widaman, 1994 for an example of this procedure). The alpha-ifdeleted method was used to distribute items in parcels in the case of one-dimensional scales (e.g., item with the highest item-total correlation was assign to the first parcel, the second highest to the second parcel, and so on; see Bishop, Scott, Goldsby, & Cropanzano, 2005 for an example of this procedure). Model fit was globally assessed using the following fit indices: the χ 2 likelihood ratio test, the Comparative Fit Index (CFI), the Tucker-Lewis Index (TLI), the Standardized Root Mean Square Residual (SRMR) and the Root Mean Square Error of Approximation (RMSEA).…”

Section: Analytical Strategymentioning

confidence: 99%

Verification of a Predictive Model of Psychological Health at Work in Canada and France

Boudrias¹,

Gaudreau

Desrumaux³

et al. 2014

Psychologica Belgica

View full text Add to dashboard Cite

The purpose of this study was to test the invariance of a predictive model of psychological health at work (PHW) in Canada and France. The model a) defines PHW as an integrative second-order variable (low distress, high well-being) and b) includes three categories of PHW inductors (job demands, personal resources and social-organizational resources) and one psychological intermediate variable (needs satisfaction) that were found to be directly or indirectly related to PHW in a previous study on a sample of French teachers (Boudrias, Desrumaux, Gaudreau, Nelson, Savoie and Brunet, 2011). To test if this model is invariant across countries, these data from French teachers (N = 391) were reanalyzed and compared with data from a sample of Canadian teachers (N = 480) who completed the same set of questionnaires. Results from structural equation modeling analyses indicated that the model is completely invariant across the two samples. Therefore, pathways to PHW appeared to generalize across these samples of teachers without the addition of other cultural variables. This PHW model suggests that personal resources exert considerable influence directly and indirectly on psychological health through multiple mediators. Research implications and study limitations are discussed.ψ

show abstract

A Construct Validity Study of Commitment and Perceived Support Variables

Cited by 119 publications

References 44 publications

Organizational and client commitment among contracted employees

Organizational and client commitment among contracted employees

The relationship between servant leadership, affective team commitment and team effectiveness

Verification of a Predictive Model of Psychological Health at Work in Canada and France

Contact Info

Product

Resources

About