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  • In developing their three-component model of organizational commitment, Meyer and Allen (1991) emphasized that while affective, normative, and continuance commitment should all be negatively related to turnover intentions and behavior, they should have different relations with other work-related behaviors, such as absenteeism, citizenship and extra-role behaviors, and job performance. ()
  • Thus, recent developments in the Meyer and Allen research stream have moved somewhat away from the traditional focus on studying the independent effects of affective, normative, and continuance commitment on behavioral outcomes, and towards an analysis of their interrelationships in the form of commitment profiles. Findings have been mixed, providing some tentative empirical support but also indicating significant deviations from Meyer and Herscovitch's (2001) propositions. ()
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