Differentiating Organizational Commitment From Expectancy as a Motivating Force

Scholl, Richard W.

doi:10.5465/amr.1981.4285698

Cited by 293 publications

(55 citation statements)

References 34 publications

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“…Reciprocity is the belief that people should help and not hurt those who have helped them (Scholl 1981). Within an organizational context, reciprocity is the notion that an employee repays benefits or opportunities provided by the organization through future performance (Shore and Tetrick 1991), which can include both behaviors and attitudes such as work attendance, turnover and intentions to quit, organizational citizenship behavior and job satisfaction (Eisenberger et al 1986;Eisenberger et al 2001Eisenberger et al , 1997Eisenberger et al , 1990Eisenberger et al , 2002Rhoades and Eisenberger 2002;Rhoades et al 2001;Shore and Wayne 1993;Wayne et al 1997;Wayne et al 2002).…”

Section: Social Exchangementioning

confidence: 99%

Contingent Employment Relationships Between Tour Guides and Tour Operators in Ecuador: Human Resource Management Practices and Attitudinal Outcomes

Gavino

Martínez

Malos

2009

Employ Respons Rights J

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This study examines a unique contingent employment relationship-that between tour guides and tour operators in Ecuador. Linkages among tour operators' HR practices, interactions between operations managers and tour guides, and the tour guides' attitudes toward both the tour operator and the ultimate tourist-client are investigated. Tour guides are found to exhibit dual commitments to both operators and tourist-clients. Affective commitment to the tour operators was found to partially mediate the relationship between organizational entry HR practices, compensation related HR practices, operations manager interactions, and tour guides' commitment to the tourist-client, suggesting that tour guides' perceptions about the tour operator may affect their ultimate customer service delivery. Satisfaction with tips was more directly related to commitment to the touristclient, as was the interaction of pay administration satisfaction and tip satisfaction, supporting the notion that contingent pay beyond base pay provided by the tour operator and its delivery may impact tour guides' motivation to provide quality service to the end client. Practical implications for the tour operators, and tourism ministries are offered.

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Section: Social Exchangementioning

confidence: 99%

Contingent Employment Relationships Between Tour Guides and Tour Operators in Ecuador: Human Resource Management Practices and Attitudinal Outcomes

Gavino

Martínez

Malos

2009

Employ Respons Rights J

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“…Analisando como uma força, considera-se que os antecedentes do construto criam pressões que são vivenciadas como uma atração mental que liga o indivíduo ao objetivo almejado. Scholl (1981), Meyer e Herscovitch (2001) adotam essa perspectiva. Mais recentemente, Meyer (2009) explica que Comprometimento é algo que reside no indivíduo e refere-se a uma força interna que liga o mesmo a um objetivo (social ou não social) ou, ainda, a um curso de ação relevante para atingir esse objetivo.…”

Section: Introductionunclassified

Diferentes Vínculos Indivíduo-Organização: Explorando Seus Significados entre Gestores

2015

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“…The extant literature has found that organizational commitment is related to job performance and satisfaction (Meyer, Paunonen, Gellatly, Goffin, & Jackson, 1989). Low organizational commitment increases the likelihood of turnover, intention to leave, searching for alternatives outside of organizations (Cotton & Tuttle, 1986;Mathieu & Zajac, 1990), and hurts organizational citizenship behavior (Organ, 1990;Scholl, 1981;Wiener, 1982).…”

mentioning

confidence: 99%