Dimensionality of organizational commitment in volunteer workers: Chamber of commerce board members and role fulfillment

Pride and respect in volunteers' organizational commitment

“…Furthermore, Allen and Meyer (Allen & Meyer, 1990;Meyer & Allen, 1991, 1997 distinguish between affective and normative components of commitment. This distinction can also be made in the commitment of volunteer workers (e.g., Dawley, Stephens, & Stephens, 2005;Liao-Troth, 2001;Stephens, Dawley, & Stephens, 2004). In the present research we do not address the third component in Allen and Meyer's (1990) model, continuance commitment, as it refers to instrumental ties between the individual and the organization, and in previous research was found not to be relevant for volunteer workers (e.g., Liao-Troth, 2001;Stephens et al, 2004).…”

The Mediating Role of Organizational Commitment on the Relationship between Procedural Justice and Public Service Motivation: A Case of Public Universities in Pakistan

“…There is a common subject in the diverse definition of OC: the attachment, interest or individual and its organization (Handlon, R.L .2009). OC is a multi-dimensional structure, that has a relationship with the occupational and professional outcomes include decreasing absenteeism and job quit (Riketta, M. 2002), increasing civic-organizational behavior, job striving and improvement in job performance (Dawley et al, 2004). A good number of studies such as Razak, N. A et al, (2010) show that commitment about worker payment, implies that we have gratified worker in the reflective and behavioral facet to the organization.…”

The Impact of Organizational Justice and Internal Marketing on Organizational Commitment with Using Structural Equation Modeling

“…Meyer and Allen's (1991) three-component model of organizational commitment has been the dominant framework for organizational commitment research in the past decade because it is based on a more comprehensive understanding of organizational commitment (Erdheim et al, 2006). The three-component model consists of: (1) Affective commitment -refers to the employee state of emotional attachment to the organization and is especially sensitive to work experiences such as organizational support (Griffin and Hepburn, 2005) Thisemotional response has also been described as a linking of the individual identity with the identity of the organization and as an attachment to the organization for its own sake, apart from its purely instrumental worth; itresults in a situation where the employee wants to continue his or her association with the organization (Dawley et al, 2005). (2) Normative commitment -refers to an employee's belief that he or she ought to stay with the organization and develop, because of socialization experiences that emphasize the appropriateness of remaining loyal to one's employer (Griffin and Hepburn, 2005).…”

“…Namasivayam and Zhao (2007) describe normative commitment as, the result of "both pre-entry (familial and cultural) and post-entry (organizational) socialization processes". (3) Continuance commitment -might consist of two sub-constructs -one based on the degree of personal sacrifice associated with leaving the organization (Dawley et al, 2005), and the other based on individuals' recognition…”