The validity of the three-component model of organizational commitment in a Chinese context

Cheng, Yuqiu; Stockdale, Margaret S.

doi:10.1016/s0001-8791(02)00063-5

Cited by 136 publications

(128 citation statements)

References 31 publications

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“…The findings in this research are consistent with other studies in China by Cheng & Stockdale (2003) and Chen & Francesco (2003) that applied the three-component model by Meyer & Allen (1991). The comparison of results found that affective commitment is not more significant than the other two components.…”

Section: International Journal Of Human Resource Studiessupporting

confidence: 91%

“…Cheng & Stockdale (2003) studied employees in foreign-invested companies in China, Cheng & Francesco (2003) studied companies in South China, and Wang's (2004) respondents were from state-owned and foreign-invested enterprises located in Guangdong, southern China. Their different findings taken derived in a similar context highlight the importance and value of this research in testing the validity of organizational commitment models.…”

Section: Discussionmentioning

confidence: 99%

“…Although most of the applications and testing of organizational commitment models have been in Western countries, Chen & Francesco (2003) and Cheng & Stockdale (2003) studied the model in a Chinese context. Chen & Francesco (2003) found from their study of the relationship between organizational commitment and performance in 253 pairs of supervisor-subordinate of a large pharmaceutical manufacturer in South China that the affective component was the most significant component in organizational commitment, just as in a Western context.…”

Section: Assessment Of Western Modelsmentioning

confidence: 99%

“…Table 9 shows a comparison of mean scores of individual components between this research and other studies undertaken in China. The comparison focuses on the affective, continuance commitment and normative commitment because Cheng & Stockdale (2003) and Chen & Francesco (2003) applied the three-component model by Meyer & Allen (1991) in their studies. The active continuance and passive continuance commitments in this research and Wang's (2004) are compared to the single component of continuance commitment in the other two studies.…”

Section: Comparison Of Organizational Commitmentmentioning

confidence: 99%

“…By considering these issues, this research aimed to study the organizational commitment behaviour in the ICT industry in Hong Kong. Chen & Francesco (2003) and Cheng & Stockdale (2003) applied Meyer & Allen's (1991) three-component organizational commitment model to their studies in China, and Wong, Ngo & Wong (2002) studied affective commitment in a Chinese context. Both of the studies used Western models to study organizational commitment in a Chinese context.…”

Section: Introductionmentioning

confidence: 99%

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Evaluation of Organizational Commitment Models and their components in Asian Cities

Wong

Tong

2014

ijhrs

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Most studies in organizational commitment that conducted in Asian cities employed the three-component model of Meyer and Allen (1991). The five-component organizational commitment model of Wang (2004) had provided a better explanation of organization commitment behaviour in her research. In order to evaluate the appropriateness of Wang's model, this research used her five-component model in studying the organizational commitment in Hong Kong. This research also provided an evaluation of its results with other relevant research in Asian cities in order to compare the organizational commitment behaviour in this area. Data was collected from 310 Information and Communication Technology (ICT) professionals in Hong Kong. Results indicate that Wang's model is more appropriate than other western models in describing employees' commitment in Hong Kong. By comparing the data collected in this research and recent findings from other researchers in Asian cities, the evaluation of these results indicates that the level of organizational commitment in Hong Kong is higher than those in other Asian cities.

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Section: International Journal Of Human Resource Studiessupporting

confidence: 91%

Section: Discussionmentioning

confidence: 99%