The Relationship Between Perceived Organizational Support and Affective Commitment

Marique, Géraldine; Stinglhamber, Florence; Desmette, Donatienne; Caesens, Gaëtane; Zanet, Fabrice De

doi:10.1177/1059601112457200

Cited by 115 publications

(110 citation statements)

References 79 publications

(137 reference statements)

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“…Contrary to expectation, however, one of the most notable results was that neither organization-focused prestige nor team-focused prestige had a significant influence on their respective identification construct when controlling for distinctiveness, perceived fit, and the demographic variables. While a non-significant effect has been seen before with a relatively less prestigious organization such as an engineering firm (e.g., Marique, Stinglhamber, Desmette, Caesens, & De Zanet, 2013), these results were not expected in the highly revered context of professional sports. Additionally, this finding is inconsistent with Todd & Kent's (2009) proposition that prestige plays an important role in augmenting positive social identity for sport employees.…”

Section: Discussioncontrasting

confidence: 66%

Fandom in the Workplace: Multi-Target Identification in Professional Team Sports

Swanson

Kent

2015

Journal of Sport Management

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Team identification has been researched extensively from the perspective of the consumer. The current study proposes that employees working in professional sport may also be fans of their respective teams, and provides insight on the role of team identification in the workplace environment. Over 1100 business operations employees from the top profession sports leagues in North America participated, and results indicate that dual targets of identification exist simultaneously in this setting. Strong support is provided for the discriminant validity between organizational and team identification. Beyond the more established effects of organizational identification, the results provide evidence that team identification independently predicts key outcomes such as commitment, satisfaction, and motivation. The results add to the literature by introducing the concept of a sports team as an additional target of identification in the organizational context. 1 Fandom in the Workplace: Multi-Target Identification in Professional Team SportsThe concept of identifying with a collective of individuals has been widely researched in mainstream management literature. In particular, assessing the degree to which employees identify with their respective organizations has been studied for nearly three decades, with organizational identification now positioned as a key organizational construct (Ashforth, Harrison, & Corley, 2008;Riketta, 2005). An increasingly interesting aspect of organizational identification is that individuals are capable of simultaneously identifying with multiple entities of their organizational environment such as workgroups, departments, and committees, in addition to the organization as a whole (e.g., Ashforth & Johnson, 2001). These facets of an organization are referred to as "targets" or "foci", and as Ashforth et al. (2008, p. 347) suggest, "a person may be a member of an occupation, department, task force, lunch group, and so on, each of which has its own, more or less distinct identity." Distinguishing amongst these foci of identification has yielded interesting findings with respect to a variety of important work-related attitudes, and there are recommendations for more research accounting for such circumstances (e.g., Ashforth et al., 2008). It is proposed here that the team sport environment offers a rich opportunity to dissect the construct of identification for the purposes of empirically investigating the efficacy of team employees who are also fans of said team.Despite the proliferation of this research in a variety of organizational settings, there has been little to no attention paid to identification in relation to sport organizations. While the concept of identification has indeed had a major presence in the sport management literature, it has almost exclusively been studied from the consumer perspective in the form of a fan's psychological connection to a team (e.g., Wann & Branscombe, 1990). As first suggested by Todd and Kent (2009), it is thought that employees within sport may...

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Section: Discussioncontrasting

confidence: 66%

Fandom in the Workplace: Multi-Target Identification in Professional Team Sports

Swanson

Kent

2015

Journal of Sport Management

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“…In recent years, it has been established that organizational commitment often develops following organizational identification, and that identification mediates the effect of e.g., perceived organizational support and perceived prestige on commitment (Marique & Stinglhamber, 2011;Marique, Stinglhamber, Desmette, Caesens, & De Zanet, 2012;Stinglhamber et al, 2015). However, less research seems to have been directed towards the interrelationships of the two constructs for other targets than the organization.…”

Section: Research Path 5 Research On Workplace Commitment Inmentioning

confidence: 99%

The future of workplace commitment: key questions and directions

Rossenberg

Klein

Asplund

et al. 2018

European Journal of Work and Organizational Psychology

101

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This position paper presents the state-of-the art of the field of workplace commitment. Yet, for workplace commitment to stay relevant, it is necessary to look beyond current practice and to extrapolate trends to envision what will be needed in future research. Therefore, the aim of this paper is twofold, first, to consolidate our current understanding of workplace commitment in contemporary work settings and, second, to look into the future by identifying and discussing avenues for future research. Representative of the changing nature of work, we explicitly conceptualize workplace commitment in reference to (A) "Temporary work", and (B) "Cross-boundary work". Progressing from these two themes, conceptual, theoretical and methodological advances of the field are discussed. The result is the identification of 10 key paths of research to pursues, a shared agenda for the most promising and needed directions for future research and recommendations for how these will translate into practice. ARTICLE HISTORY

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“…Beyond the fact that affective commitment represents an attitude directed toward the organization, which was necessary given the purpose of this research, this variable has been chosen as the outcome variable of this research because of its well-known benefits for both employees and organizations. Affective commitment has been found to be strongly related to employee-relevant outcomes such as stress, health and well-being, worknonwork conflict, and career success and to organization-relevant outcomes such as intended and actual voluntary turnover, in-role and extra-role performance, and absenteeism (e.g., Cohen and Golan, 2007;Kim et al, 2015;Marique et al, 2013;Ng and Feldman, 2014;Stinglhamber et al, 2015;see Meyer et al, 2002 for a meta-analysis). It thus predicts a stable, long-term relationship between employees and employers (Korek et al, 2010;van Dam, 2008).…”

Section: Transformational Leadership and Followers' Affective Commitmentmentioning

confidence: 99%

The influence of transformational leadership on followers’ affective commitment

Stinglhamber

Marique

Caesens

et al. 2015

Career Development International

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If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. . (2005), "Effect size and power in assessing moderating effects of categorical variables using multiple regression: A 30-year review", Journal of Applied Psychology, 90, 94-107.

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The Relationship Between Perceived Organizational Support and Affective Commitment

Cited by 115 publications

References 79 publications

Fandom in the Workplace: Multi-Target Identification in Professional Team Sports

Fandom in the Workplace: Multi-Target Identification in Professional Team Sports

The future of workplace commitment: key questions and directions

The influence of transformational leadership on followers’ affective commitment

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