Commitment and Motivation at Work: The Relevance of Employee Identity and Regulatory Focus.

Transformational leadership and organizational commitment

“…When leaders express concern for followers, take account of their individual needs, direct their behavior toward the satisfaction of subordinates' needs and preferences and create a friendly and psychologically supportive work environment, the employee may feel compelled to reciprocate with commitment to the organization. This emotional displacement from the leader to the organization derives from morality and value-driven principles based on reciprocity norms and socialization practices (Meyer & Herscovitch, 2001;Johnson, Chang & Yang, 2010). This reasoning allows formulating the following hypothesis:…”

Influence of Participation in Decision Making on Job Satisfaction, Group Learning, and Group Commitment: Empirical Study of Public Sector Undertakings in India

“…This may help them to identify themselves with their respective work groups. It is also believed that learning within a work group benefits commitment of the members towards the group (Johnson & Yang, 2010). This led to the formulation of the following hypothesis:…”

“…Employees exhibit meaningfully distinct levels of affective commitment towards their organisation as well as their work group (Johnson & Yang, 2010). Hence, the present study has focused on individual's affective commitment towards their work group.…”

Flexible Working Arrangement toward Organizational Commitment and Work-Family Conflict

“…Compared to the other two components of commitment, this normative commitment component has not received a great deal of attention from many academics (Meyer & Allen, 1991;Johnson et al, 2010). Normative commitment or the feelings of obligation does not generate sense of involvement towards the organizations (Meyer & Allen, 1997).…”

“…Thus, Meyer and Herscovitch (2001) claimed that most employees would only develop normative commitment due to the feeling of obligation and loyalty after receiving benefits from their organization. In short, normative commitment refers to the perceived obligation and loyalty from employees to remain employed in the organization (Meyer & Allen, 1991Johnson et al, 2010).…”