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

Dawley, David D.; Stephens, Robert; Stephens, David B.

doi:10.1016/j.jvb.2004.09.001

Cited by 90 publications

(78 citation statements)

References 29 publications

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“…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).…”

Section: A Social Identity Approach To Pride and Respect In Organizatmentioning

confidence: 99%

Pride and respect in volunteers' organizational commitment

Boezeman

Ellemers

2007

Euro J Social Psych

144

122

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As volunteer organizations cannot rely on instrumental means to motivate their workers, we examine organizational commitment as a focal indicator of work motivation among volunteers. Based on a social identity analysis and previous work among paid employees, we argue that pride in the organization and respect from the organization predicts organizational commitment among volunteers. We further propose that among volunteers the perceived importance of volunteer work is an antecedent of pride, and that perceived support from the organization is an antecedent of respect. In this study among volunteer workers, Structural Equation Modeling (SEM) offers empirical support for our hypothesized model. In addition to the theoretical significance of developing a model that explains organizational commitment among volunteer workers, this study also has practical relevance, as it indicates that volunteer organizations might convey the importance of volunteer work and provide organizational support to induce pride and respect as a means of enhancing organizational commitment among their volunteers.

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Section: A Social Identity Approach To Pride and Respect In Organizatmentioning

confidence: 99%

Pride and respect in volunteers' organizational commitment

Boezeman

Ellemers

2007

Euro J Social Psych

144

122

View full text Add to dashboard Cite

show abstract

“…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.…”

Section: Procedural Justice and Public Service Motivation (Hypothesis 1)mentioning

confidence: 99%

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

Xu¹,

Gul²,

Sadozai³

2018

JPAG

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This study aims to unearth the interactive role of OC on the relationship between PJ of the PA and PSM in public universities in Pakistan. The study not only discusses that PJ is imperative for the overall PSM, but also discusses how to retain a motivated workforce via OC. ISSN 2161-7104 2018 http://jpag.macrothink.org Journal of Public Administration and Governance 267Qualitative as well as quantitative research methodology has been adopted in this study. Questionnaire was designed to get the view of employees working in the public universities. The results obtained from 980 employees show that the discharge of PJ is highly correlated with employee perception of OC and that the level of OC is highly correlated with PSM. The results further show that OC has a mediating effect on the relationship between PJ and PSM. The implications of our findings are discussed.

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“…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).…”

Section: Internal Marketingmentioning

confidence: 99%

“…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…”

Section: Internal Marketingmentioning

confidence: 99%

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

Esfahani¹,

Amirosadat²,

Karimpour³

et al. 2013

IJAREMS

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The purpose of this paper is to examine the effect of internal marketing, organizational justice and organizational commitment. A quantitative survey methodology was adopted to collect data from private banks' employees in Isfahan. A sample of 280 employees within 20private banks was used. Data were analyzed using AMOS 16.0 to determine the interactions between the various factors. This study contributes to the literature by examining organizational commitment in light of employee's perception of organizational justice and internal marketing using structural equation modeling to explore the complex relationship among the organizational factors .Empirical findings confirmed that internal marketing and organizational justice had a positive direct effect on organizational commitment. Employees ' perception of organizational justice was positively related with their level of organizational commitment. In addition, perception of distributive justice had great impact on the employee's organizational commitment.

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

Cited by 90 publications

References 29 publications

Pride and respect in volunteers' organizational commitment

Pride and respect in volunteers' organizational commitment

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

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

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