Organizational commitment in the context of multinational corporations: a critical review and directions for future research

Abstract

The antecedents and outcomes of organizational commitment (OC) have been studied extensively over the last three decades. While the majority of research has focused on the OC of employees working in organizations based in a single country or region, studies have also emerged examining the OC of employees working in multinational corporations (MNCs). However, there has been no attempt to comprehensively review and synthesize the literature in this area, limiting our understanding on how to effectively manage OC in MNCs. The present study conducts a systematic review of empirical literature on OC in the MNC context. We review literature on the theoretical foundations, antecedents and outcomes of OC in MNCs, and evaluate empirical papers that expand our understanding of the nomological network of constructs to which OC is related in the MNC context. Building on the review, we then present a future research agenda, which targets opportunities for empirical and theoretical advancement of research on OC in the MNC setting.

Transformational leadership and MNCs: evidence from Morocco community

“…However, there were rarely primary research done in which the studies treated transformational leadership role towards organizational commitment (affective, normative and CC). One recent research (Presbitero et al , 2019) has explored a systematic review on OC in MNCs, and proposed future agenda that should examine among other prospects leadership and organizational commitment However, the explicit role of transformational leadership in regard with OC in MNCs was not proposed. Therefore, this study contributes to a better understanding of the transformational leadership in MNCs as the mediating role in affecting financial and non-financial performance of MNCs.…”

The relationships between institutionalization and dual commitment: A study on hotel kitchen employees

“…There are several definitions for OC in the literature. OC was described as an individual's attachment to and self-identification with an organization or the psychological commitment of an individual that reflect her or his level of adaptation and internalization of organizational characteristics and objectives (Presbitero, Newman, Le, Jiang, & Zheng, 2019).…”

Investigation of Organizational Commitment and Turnover Intention: A Study of Bahraini Oil and Gas Industry

“…This type of turnover has many motives, such as low employee performance or staff reduction as a part of the economic decision (Park et al, 2014 ). On the other hand, voluntary turnover corresponds to the desire of the employee to leave the actual company without the force of the organization (Presbitero et al, 2019 ). If the employee leaving the organization has low performance, this is called "functional turnover."…”

“…When an employee decides to quit the organization, whether it is for a new opportunity or whatever other benefit that he or she will be able to receive after quitting, this will weaken the firm's credibility, damage reputation and result in the loss of trained and qualified workforce (Bonds, 2017 ; Gullu et al, 2020 ). Moreover, these problems will affect the remaining staff's satisfaction, motivation, and performance (Barrick & Zimmerman, 2005 ; Presbitero et al, 2019 ; Dartey-Baah et al, 2020 ). Thus, Turnover intention becomes a significant concern of the companies nowadays, mainly if the company lose talents.…”