The incremental validity of organizational commitment, organizational trust, and organizational identification

Ng, Thomas W. H.

doi:10.1016/j.jvb.2015.03.003

Cited by 147 publications

(131 citation statements)

References 90 publications

(75 reference statements)

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“…Previous research has shown that social identity can be a proximal mediator between perceptions of social reality (such as deprivation or injustice) and political separatism (Grant, Bennett, & Abrams, 2017). Previous research also shows that group identification creates a psychological anchorage that inhibits turnover among group members (Ng, 2015;Randsley de Moura, Abrams, Retter, Gunnarsdottir, & Ando, 2009). Conversely, weaker identification with a group may release such constraints because the self-concept is no longer implicated in the group membership.…”

Section: European Identitymentioning

confidence: 99%

Immigration, political trust, and Brexit – Testing an aversion amplification hypothesis

Abrams

Travaglino

2018

British J Social Psychol

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A few weeks prior to the EU referendum (23rd June 2016) two broadly representative samples of the electorate were drawn in Kent (the south‐east of England, N = 1,001) and Scotland (N = 1,088) for online surveys that measured their trust in politicians, concerns about acceptable levels of immigration, threat from immigration, European identification, and voting intention. We tested an aversion amplification hypothesis that the impact of immigration concerns on threat and identification would be amplified when political trust was low. We hypothesized that the effect of aversion amplification on voting intentions would be mediated first by perceived threat from immigration, and then by (dis) identification with Europe. Results in both samples were consistent with this hypothesis and suggest that voters were most likely to reject the political status quo (choose Brexit) when concerns that immigration levels were too high were combined with a low level of trust in politicians.

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Section: European Identitymentioning

confidence: 99%

Immigration, political trust, and Brexit – Testing an aversion amplification hypothesis

Abrams

Travaglino

2018

British J Social Psychol

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“…There are many factors which can drive the OCB of the employee. The research presents two of them which are job satisfaction and organization commitment (Ng, 2015;Yadav & Rangnekar, 2015).…”

Section: Introductionmentioning

confidence: 99%

The effects of job satisfaction and organizational commitment on organizational citizenship behavior

Prasetio

Siregar

Luturlean

2015

jsb

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The service quality is always the main factor for organization which focuses on the customer satisfaction to enhance their business and their performance. In order to have the great quality, they depend on their human resources. They need human resources who perform well. The employee who shows strong Organizational Citizenship Behavior believed can be performs better. That is why it is important for the organization to create employee with the strong OCB. OCB influenced by various factors. Job satisfaction and organization commitment are two important factors among them, which can predict the OCB. Organization should maintain the level of their employee's satisfaction and commitment in order to develop the strong OCB. The research analyzed the effect of the job satisfaction and organization commitment on OCB at the PLN Distribution Office for Wet Java and Banten. Research conducted towards 100participants using the multiple regression and descriptive analysis method.Through the analysis we found that job satisfaction and organization commitment has significance relation toward OCB (0.516). This finding is in line with previous research which promotes positive relation between these variables, eventhough only a mild percentage (0.266).The organization should place detail attention when applying the treatment. We suggest that the both job satisfaction and organization commitment should apply simultaneously in order to get better result. Further research needed to identify others factor which might be important to enhance the OCB. AbstrakLayanan yang optimal merupakan salah satu kunci keunggulan bersaing. Peran sumberdaya manusia dalam membangun layanan yang unggul sangat penting. Organisasi dirasa perlu untuk membangun dan memiliki sumberdaya manusia yang handal. Di samping kinerja berdasarkan pekerjaan utamanya, karyawan juga diharapkan untuk menunjukkan perilaku positif yang mendukung pencapaian kinerja perusahaan. Karyawan yang memiliki tingkat kewarganegaraan organisasional tinggi biasanya memiliki kinerja formal yang tinggi juga. Hal ini menegaskan pentingnya organisasi membangun semangat kewarganegaraan rganisasional (OCB). Pengembangan perilaku OCB dipengaruhi oleh berbagai faktor, diantaranya kepuasan kerja dan komitmen organisasi. Organisasi perlu membangun kepuasan kerja dan komitmen organisasi karyawan untuk mengembangkan karyawan dengan tingkat OCB yang tinggi. Penelitian ini menganalisis pengaruh kepuasan kerja dan komitmen organisasi terhadap OCB pada karyawan PLN Kantor Distribusi Jawa Barat dan Banten. Penelitian ini menggunakan sampel sebanyak 100responden dan analisisnya menggunakan teknik regresi berganda dan deskriptif analitis. Hasil riset ini menujukkan bahwa kepuasan kerja dan komitmen organisasi secara simultan memiliki pengaruh positif terhadap OCB (0.516). temuan ini sejalan dengan riset terdahulu yang juga menyatakan adanya hubungan pengaruh positif di antara variabel yang digunakan. Hanya saja besarnya pengaruh dari hasil riset ini hanya sebesar (0.266).berdasarkan temuan ters...

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“…The rationale we explore is that a greater organizational identification will lead to greater affective commitment to change. Both psychological processes draw the individual to the organization [33]. Thus, a context that changes the organization is likely to influence these variables in terms of their relationship.…”

Section: Organizational Identification and Affective Commitment To Cmentioning

confidence: 99%

“…It is argued that greater identification with one's workplace will lead to an attachment that would reduce the chances of exit-based withdrawal. This enables the retention of potentially valuable human capital for the purpose of competitive advantage [33]. The notion of exit has also been applied at macro scales to organizations and their withdrawal from, for instance, a supplier [37].…”

Section: Organizational Identification and Exit-based Withdrawalmentioning

confidence: 99%

Transformational Changes and Sustainability: From the Perspective of Identity, Trust, Commitment, and Withdrawal

et al. 2019

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Drawing upon the psychology of sustainability, effective organizations can create a sense of belongingness for people, and successfully facilitate growth and development activities for both individuals as well as the organization itself. Extending the recommendations of Zappala, Toscano, and Licciardello, the current study considers a range of variables. The role of overall justice judgements and change favorableness are taken as predictors of affective commitment to change and exit-based withdrawal. The relationship is mediated by organizational identification and moderated by trust in organization. Overall, the results support the hypothesized relationships. Specifically, findings showed that both change favorableness and overall justice judgements are positively related to affective commitment to change and negatively related to exit-based withdrawal. Organizational identification mediates the relationships between overall justice judgements-affective commitment to change, change favorableness-affective commitment to change, and change favorableness-exit-based withdrawal, whilst trust in organizations moderated the direct relationship between overall justice judgements-affective commitment to change, and change favorableness-exit-based withdrawal. Furthermore, the indirect effect of trust in organizations positively moderated the relationship of overall justice judgements and change favorableness with affective commitment to change, and at the same time, it negatively moderated the relationship between change favorableness and exit-based withdrawal via organizational identification. Crucially, for practitioners, this brings trust of employees as a key factor that should be managed to ensure sustainable change. Both trust and identity appear important in improving commitment and lowering the exit-based withdrawal behavior of employees. Future recommendations, implications, and limitations are discussed.

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The incremental validity of organizational commitment, organizational trust, and organizational identification

Cited by 147 publications

References 90 publications

Immigration, political trust, and Brexit – Testing an aversion amplification hypothesis

Immigration, political trust, and Brexit – Testing an aversion amplification hypothesis

The effects of job satisfaction and organizational commitment on organizational citizenship behavior

Transformational Changes and Sustainability: From the Perspective of Identity, Trust, Commitment, and Withdrawal

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