Toward a Reconceptualization of Attitude-Behavior Consistency

McBroom, William H.; Reed, Fred W.

doi:10.2307/2786946

Cited by 56 publications

(43 citation statements)

References 25 publications

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“…Our research thus enters the long-standing debate about whether attitudes cause behaviors and/or vice versa. Although there is now clear evidence that causality flows in both directions (e.g., Judge, Thoresen, Bono, & Patton, 2001;McBroom & Reed, 1992), researchers have primarily assumed that behaviors are a consequence of affective commitment, paying little attention to the possibility that behaviors are also a cause of affective commitment (see Meyer et al, 2002). We have taken a step toward balancing this literature by suggesting that giving behaviors can cause, not only result from, affective organizational commitment.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

Giving Commitment: Employee Support Programs and The Prosocial Sensemaking Process

Grant

Dutton

Rosso

2008

AMJ

453

372

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Researchers have assumed that employee support programs cultivate affective organizational commitment by enabling employees to receive support. Using multimethod data from a Fortune 500 retail company, we propose that these programs also strengthen commitment by enabling employees to give support. We find that giving strengthens affective organizational commitment through a "prosocial sensemaking" process in which employees interpret personal and company actions and identities as caring. We discuss theoretical implications for organizational programs, commitment, sensemaking and identity, and citizenship behaviors.Changing employment landscapes have weakened employees' physical, administrative, and temporal attachments to organizations (Cascio, 2003;Pfeffer & Baron, 1988). Employees are more mobile, more autonomous, and less dependent on their organizations for employment than ever before. To address these challenges, organizations are increasingly seeking to strengthen employees' psychological attachments by cultivating affective commitment-an attitude of emotional dedication-to organizations (Mathieu & Zajac, 1990;Meyer & Allen, 1991). Extensive research has demonstrated that affective commitment to organizations is linked to important behavioral outcomes ranging from decreased absenteeism and turnover to increased job performance (Cooper-Hakim & Viswesvaran, 2005;Riketta, 2002;Somers, 1995). Accordingly, scholars and practitioners continue to share a deep interest in understanding how affective commitment to organizations develops. This pursuit is a foundational task for organizational scholarship (Mowday & Sutton, 1993).Searching for new ways to strengthen employees' affective commitment, many organizations have adopted employee support programs (Hartwell, Steele, French, Potter, Rodman, & Zarkin, 1996). Employee support programs are formalized practices designed to improve employees' experiences at work by providing emotional, financial, and instrumental assistance beyond the scope of standard HR pay, benefit, recognition, and training and development programs. These increasingly common programs, ranging from employee assistance programs to work-family programs such as child care and elder care, provide employees with various forms of help and aid (Cascio, 2003;Edwards & Rothbard, 2000;Goodstein, 1995). Scholars typically assume that employee support programs cultivate commitment by enabling employees to receive support (Johnson, 1986;Perry-Smith & Blum, 2000;Trice & Beyer, 1984). When employees become aware of or utilize the services offered by support programs, they are more likely to feel that their work organizations value their well-being and thus reciprocate by developing affective commitment to these organizations. For example, the literature on perceived organizational support suggests that when employees feel supported by their organizations, they develop beliefs that their organizations care about their welfare, which further motivate them to strengthen their affective commitment to their organiza...

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Section: Theoretical Implicationsmentioning

confidence: 99%

Giving Commitment: Employee Support Programs and The Prosocial Sensemaking Process

Grant

Dutton

Rosso

2008

AMJ

453

372

View full text Add to dashboard Cite

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“…It is commonly believed that an individual's attitudes are correlated with behavior (McBroom & Reed, 1992). A highly relevant question is how attitudes prevalent in a community affect the actions of an individual.…”

Section: Attitudes To Family Behaviorsmentioning

confidence: 99%

Neighbors and neighborhoods: effects on marriage timing

Yabiku

2006

Popul Res Policy Rev

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Studies of neighborhoods can benefit from data and theoretical frameworks that allow them to examine the differences between neighborhoods and neighbors. Without this distinction, it is unclear if it is characteristics of the people or the place that are associated with individual outcomes. Using data from the Chitwan Valley Family Study, I explore the differences between neighbors and neighborhoods and their associations with marriage timing. I hypothesize three mechanisms whereby neighbors influence individuals: information sharing, social modeling, and sanctions and rewards among a close primary residential group. I explore three domains in which these mechanisms are likely to operate: education, media consumption, and attitudes. Results indicate that when neighbors have attitudes favoring later marriage and being single, marriage rates decrease, even when controlling for measures that describe the neighborhood’s access to important resources in the form of institutions and services. Copyright Springer Science+Business Media B.V. 2006Marriage, Neighborhoods, Neighbors, Nepal, Social change,

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“…Az attitűd és a viselkedés között Kahle és Berman szerint 4 fajta kapcsolat lehetséges (McBroom és Reed, 1992), amelyre az attitűdkutatások során kerestek bizonyítékot: első, hogy a viselkedés az okozója az attitűdnek; második, hogy az attitűd oka a viselkedésnek;…”

Section: Attitűd éS Viselkedés Kapcsolataunclassified

“…McBroom és Reed (1992) szerint nem azt kell vizsgálni, hogy az attitűd okozza-e a viselkedést, vagy fordítva, és hogy fennáll-e a konzisztencia, hanem azt, milyen szituációkban konzisztens a kettő, és mikor nem.…”

Section: Attitűdjeink Hatása a Viselkedésünkreunclassified

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A Környezeti Identitás szerepe a környezettudatos viselkedés kialakulásában

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Toward a Reconceptualization of Attitude-Behavior Consistency

Cited by 56 publications

References 25 publications

Giving Commitment: Employee Support Programs and The Prosocial Sensemaking Process

Giving Commitment: Employee Support Programs and The Prosocial Sensemaking Process

Neighbors and neighborhoods: effects on marriage timing

A Környezeti Identitás szerepe a környezettudatos viselkedés kialakulásában

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