This article offers a conceptual critique of the three-component model (TCM) of organizational commitment (Allen & Meyer, 1990) and proposes a reconceptualization based on standard attitude theory. The authors use the attitude-behavior model by Eagly and Chaiken (1993) to demonstrate that the TCM combines fundamentally different attitudinal phenomena. They argue that general organizational comm...

Although organizational climate research has focused on nearly every aspect of education, Christian institutions of higher learning have been virtually ignored. To address this gap, this study seeks to map Christian college/university administrative, faculty, and staff perceptions of their organizational climate and their organizational commitment. Four evangelical higher education institutions...

 This paper aims to determine whether the working environment that bank employees perceive is related to their affective responses and their perception about the service quality that is provided at their bank. More specifically, the study extends and links previous works by researching into the relationships between the organizational obstacles perceived, the employees’ psychological cl...

The purpose of the current study is to examine the impact of Romanian entrepreneurs’ thinking styles on their entrepreneurial orientation (EO) and emotional intelligence (EI). More specifically, we examine how thinking style and risk preference – both separately and interactively – contribute to an individual’s EO and EI. In addition, we examine the ways in which EO and EI impact affective orga...

Using a social exchange framework, we examined the relationship of work status (in)congruency with organization-specific and job-specific aspects of perceived employer commitment and with nurses’ commitment to their organization, to their job, and to their profession. The participants were 1,230 female nurses employed in community health agencies in Canada. Part-time nurses preferring full-time...

This article examines the relationship between idiosyncratic deals and organizational commitment. In particular, it examines how two individual differences which reflect self-worth (core self-evaluations and age) moderate that relationship. We predicted that employees with feelings of high self-worth will expect and will feel entitled to these deals, but employees with feelings of low self-wort...

This study aims to determine the application of Islamic work ethics by employees who in halal-certified restaurants DKI Jakarta on organizational commitment and performance. uses Partial Least Square (PLS) analysis test with 161 samples from halal Jakarta. From research conducted, researcher found that ethic was statistically proven have a positive effect affective commitment, continuance norma...

background: one of the important challenges to health service policy makers is conservation of human resources. shortage of human resources in health and care sector damages quality of services. another problem of organizations is low organizational commitment, which may result in poor performance and high costs reflecting improper use of human resources. committed employees set the scene for g...