Modelo de dos dimensiones del compromiso organizacional: Aproximación teórica al modelo de Cohen
Main Article Content
Mariana Ivonne Nava Soto
http://orcid.org/0000-0001-9273-2783
Patricia Ramos Rubio
http://orcid.org/0000-0003-3979-2431
Emmanuel Francisco García Uribe
http://orcid.org/0000-0003-4069-197X
http://orcid.org/0000-0001-9273-2783
Patricia Ramos Rubio
http://orcid.org/0000-0003-3979-2431
Emmanuel Francisco García Uribe
http://orcid.org/0000-0003-4069-197X
Resumen
El modelo de dos dimensiones del compromiso organizacional de Cohen (2007) propone que un empleado posee predisposición a generar compromiso al ingresar a una empresa y tiempo después se consolida el compromiso como actitud. Sin embargo, en dicho modelo el autor no profundiza en el desarrollo teórico de las variables que intervienen en el proceso. Por ello, en el presente trabajo se pretende complementar el sustento teórico de las variables incluidas en el modelo. Se realizó una revisión teórica que comprendió las variables incluidas en el modelo de dos dimensiones. La complementación teórica del presente trabajo proporciona el sustento a las variables incluidas en el modelo que explican el mecanismo que genera al compromiso organizacional en sus dimensiones afectiva e instrumental.
Article Details
Como citar
NAVA SOTO, Mariana Ivonne; RAMOS RUBIO, Patricia; GARCÍA URIBE, Emmanuel Francisco.
Modelo de dos dimensiones del compromiso organizacional: Aproximación teórica al modelo de Cohen.
RECAI Revista de Estudios en Contaduría, Administración e Informática, [S.l.], p. 23 - 43, ago. 2021.
ISSN 2007-5278.
Disponible en: <https://recai.uaemex.mx/article/view/16066>. Fecha de acceso: 15 jun. 2025
doi: https://doi.org/10.36677/recai.v10i29.16066.
Sección
Artículos de Investigación
Esta obra está bajo licencia internacional Creative Commons Reconocimiento-NoComercial-SinObrasDerivadas 4.0.
De los derechos de autor
Los artículos pueden ser utilizados con fines educativos, informativos o culturales siempre que se cite la fuente.
Política de auto archivo
Una vez que ha sido aceptado el artículo para su publicación se permite el auto archivo (por ejemplo, en un repositorio institucional) en versión post print (versión corregida del autor).
Citas
Abraham, C., & Sheeran, P. (2003). Implications of goal theories for the theories of reasoned action and planned behaviour. Current Psychology, 22(3), 264–280.
Adams, J. (1963). Towards an understanding of inequity. Journal of Abnormal and Social Psychology, 67(5), 422–436. https://doi.org/10.1037/h0040968
Adams, J. (1965). Inequity in social exchange. In Advances in Experimental Social Psychology (Vol. 2, pp. 267–299). Academic Press.
Ajzen, I. (2005). Attitudes and personality traits. In Attitudes, Personality and Behavior (p. 2).Open University Press.
Allen, N., & Meyer, J. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1–18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
Allen, N., & Meyer, J. (1993). Organizational commitment: Evidence of career stage effects? Journal of Business Research, 26(1), 49–61. https://doi.org/10.1016/0148-2963(93)90042-N
Barber, A. (1998). Job choice process. In Recruiting employees: Individual and Organizational Perspectives. Sage Publications.
Bass, B., & Avolio, B. (1990). Transformational leadership. Journal of European Industrial Training, 14(5), 21–27. https://doi.org/10.4324/9781315110400-6
Bass, B. (1999). Two decades of research and development in transformational leadership. European Journal of Work and Organizational Psychology, 8(1), 9–32. https://doi.org/10.1080/135943299398410
Bauer, T., Bodner, T., Erdogan, B., Truxillo, D., & Tucker, J. (2007). Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods. Journal of Applied Psychology, 92(3), 707–721. https://doi.org/10.1037/0021-9010.92.3.707
Becker, H. (1960). Notes on the concept of commitment. American Journal of Sociology, 66(1), 32–40. https://doi.org/10.4259/ibk.29.428
Becker, T., Klein, H., & Meyer, J. (2001). Commitment in Orgnizations - Accumulated Wisdom and New Directions. 417–450. https://doi.org/10.4324/9780203882122
Berger, C., & Calabrese, R. (1975). Some explorations in initial interaction and beyond: Toward a developmental theory of interpersonal communication. Human Communication Research, 1, 99–112.
Bergman, M. (2006). The relationship between affective and normative commitment: Review and research agenda. Journal of Organizational Behavior, 27(5), 645–663. https://doi.org/10.1002/job.372
Blau, P. (1964). Unspecified obligations and trust. In Exchange and power in social life. Wiley.
Bohnenberger, M. (2017). Marketing interno: la actuación conjunta entre recursos humanos y marketing en busca del compromiso organizacional.Tesis. Universidad de las Islas Baleares.
Bradac, J. (2001). Theory comparison: Uncertainty reduction, problematic integration, uncertainty management, and other curious constructs. Journal of Communication, 51(3), 456–476. https://doi.org/10.1093/joc/51.3.456
Brown, R. (2000). Social identity theory: Past achievements, current problems and future challenges. European Journal of Social Psychology, 30(6), 745–778. https://doi.org/10.1002/1099-0992(200011/12)30:6<745::AID-EJSP24>3.0.CO;2-O
Buchanan, B. (1974). Building organisational commitment: the socialisation of managers in work organisations. Administrative Science Quarterly, 19(4), 533–546. https://doi.org/10.2307/2391809
Cernas-Ortiz, D., Mercado-Salgado, P., & Davis, M. (2018). Perspectiva futura de tiempo, satisfacción laboral y compromiso organizacional: el efecto mediador de la autoeficacia, la esperanza y la vitalidad. Revista de Psicología del Trabajo y de las Organizaciones, 34(1), 1–9.
Chao, G. (2012). Organizational Socialization: Background, Basics, and a Blueprint for Adjustment at Work. In The Oxford Handbook of Organizational Psychology (Vol. 1, Issue April 2018). https://doi.org/10.1093/oxfordhb/9780199928309.013.0018
Chapman, D., Uggerslev, K., Carroll, S., Piasentin, K., & Jones, D. (2005). Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90(5), 928–944. https://doi.org/10.1037/0021-9010.90.5.928
Cohen, A. (2007). Commitment before and after: An evaluation and reconceptualization of organizational commitment. Human ResouHrce Management Review, 17(3), 336–354. https://doi.org/10.1016/j.hrmr.2007.05.001
Cohen, A., & Caspary, L. (2011). Individual Values, Organizational Commitment, and Participation in a Change: Israeli Teachers’ Approach to an Optional Educational Reform. Journal of Business and Psychology, 26(3), 385–396. https://doi.org/10.1007/s10869-010-9186-1
Cooper-Hakim, A., & Viswesvaran, C. (2005). The construct of work commitment: Testing an integrative framework. Psychological Bulletin, 131(2), 241–259. https://doi.org/10.1037/0033-2909.131.2.241
Dávila, M. (2012). El papel de los valores en la predicción del compromiso organizacional. Anuario de Psicología, 42(1), 51–64. http://www.raco.cat/index.php/AnuarioPsicologia/article/view/253522
Delobbe, N., & Vandenberghe, C. (2000). A four-dimensional model of organizational commitment among belgian employees. European Journal of Psychological Assessment, 16(2), 125–138. https://doi.org/10.1027//1015-5759.16.2.125
Eisenberger, R., Armeli, S., Rexwinkel, B., D.Lynch, P., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42–51. https://doi.org/10.1037//0021-9010.86.1.42
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71(3), 500–507. https://doi.org/10.1037/0021-9010.71.3.500
Etzioni, A. (1975). Comparative Analysis of Complex Organizations: On Power, Involvement, and their Correlates (6th (ed.)). The free Press.
Feldman, D. (1976). A contingency theory of socialization. Administratitve Science Quarterly, 21(3), 433–452.
Fishbein, M. (1980). Theory of reasoned action: Some applications and implications. In In H. Howe & M. Page (Eds.), Nebraska Symposium on Motiva- tion 1979 (pp. 65–111).
Fukami, C., & Larson, E. (1984). Commitment to company and union: Parallel models. Journal of Applied Psychology, 69(3), 367–371. https://doi.org/10.1037/0021-9010.69.3.367
Ganzach, Y., Pazy, A., Ohayun, Y., & Brainin, E. (2002). Social exchange and organizational commitment: Decision-making training for job choice as an alternative to the realistic job preview. Personnel Psychology, 55(3), 613–637. https://doi.org/10.1111/j.1744-6570.2002.tb00123.x
Gatewood, R., Gowan, M., & Lautenschlager, G. (1993). Corporate image, recruitment image and initial job choice decisions. Academy of Management Journal, 36(2), 414–427. https://doi.org/10.5465/256530
Geare, A. (1986). An examination of certain aspects of industrial relations ideologies : a theoretical analysis and an empirical study of managers. [University of Otago]. In American Documentation. https://doi.org/10.1002/asi.5090070210
Gkorezis, P., & Kastritsi, A. (2017). Employee expectations and intrinsic motivation: Work-related boredom as a mediator. Employee Relations, 39(1), 100–111.
Godlewski, R., & Kline, T. (2012). A model of voluntary turnover in male canadian forces recruits. Military Psychology, 24, 251–269. https://doi.org/10.1080/08995605.2012.678229
Goldring, D. (2010). Commitment variation in the phases of the relationship development process. Journal of Relationship Marketing, 9(4), 229–246. https://doi.org/10.1080/15332667.2010.522486
Gouldner, A. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161. https://doi.org/10.2307/2092623
Hung, J., Fisher, R., Gapp, R., & Carter, G. (2012). Work-related stress impacts on the commitment of urban transit drivers. Journal of Management and Organization, 18(2), 220–230. https://doi.org/10.5172/jmo.2012.18.2.220
Hung, L., Lee, Y., & Lee, D. (2018). The moderating effects of salary satisfaction and working pressure on the organizational climate, organizational commitment to turnover intention. International Journal of Business and Society, 19(1), 103–116.
Iverson, R. D., & Buttigieg, D. M. (1999). Affective, normative and continuance commitment: Can the “right kind” of commitment be managed? Journal of Management Studies, 36(3), 307–333. https://doi.org/10.1111/1467-6486.00138
Kelman, H. C. (1958). Compliance, identification, and internalization three processes of attitude change. Journal of Conflict Resolution, 2(1), 51–60. https://doi.org/10.1177/002200275800200106
Ko, J.-W., Price, J., & Mueller, C. (1997). Assessment of Meyer and Allen’s three-component model of organizational commitment in South Korea. Journal of Applied Psychology, 82(6), 961–973. https://doi.org/10.1037/0021-9010.82.6.961
Lee, T., Ashford, S., & Walsh, J. (1992). Commitment Propensity, Organizational Commitment, and Voluntary Turnover: A Longitudinal Study of Organizational Entry Processes. Journal of Management, 18(1), 15–32. https://doi.org/10.1177%2F014920639201800102
Liou, Shwu, R. (2009). Nurses’ intention to leave: Critically analyse the theory of reasoned action and organizational commitment model. Journal of Nursing Management, 17(1), 92–99. https://doi.org/10.1111/j.1365-2834.2008.00873.x
Loi, R., Hang-yue, N., & Foley, S. (2006). Linking employees’ justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support. Journal of Occupational and Organizational Psychology, 79(1), 101–120. https://doi.org/10.1348/096317905X39657
Major, D., Kozlowski, S., Chao, G., & Gardner, P. (1995). A Longitudinal investigation of newcomer expectations, early socialization outcomes, and the moderating effects of role development factors. Journal of Applied Psychology, 80(3), 418–431. https://doi.org/10.1037/0021-9010.80.3.418
McCrae, R., & Costa, P. (1996). A five-factor theory of personality. Handbook of Personality: Theory and Research, 2, 139–153.
Meyer, J., & Allen, N. (1991). A three component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89. https://doi.org/10.1016/1053-4822(91)90011-Z
Meyer, J., Allen, N., & Topolnytsky, L. (1998). Commitment in a changing world of work. Canadian Psychology, 39(1–2), 83–93. https://doi.org/10.1037/h0086797
Meyer, J., Irving, P., & Allen, N. (1998). Examination of the combined effects of work values and early work experiences on organizational commitment. Journal of Organizational Behavior, 19(1), 29–52. https://doi.org/10.1002/(SICI)1099-1379(199801)19:1<29::AID-JOB818>3.0.CO;2-U
Meyer, J., Stanley, D., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20–52. https://doi.org/10.1006/jvbe.2001.1842
Mowday, R., Porter, L., & Steers, R. (1982a). Development of Organizational Commitment. Employee–Organization Linkages, 2, 45–74. https://doi.org/10.1016/b978-0-12-509370-5.50007-1
Mowday, R., Porter, L., & Steers, R. (1982b). Nature of organizational commitment. In Employee–Organization Linkages, 2, 19–43. https://doi.org/10.1016/B978-0-12-509370-5.50006-X
O’Reilly III, C., & Chatman, J. (1986). Organizational commitment and psychological attachment: the effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492–499. https://doi.org/10.1037/0021-9010.71.3.492
Omer, N., & Ahmed, A. (2016). Organizational Factors and Organizational Commitment : A Conceptual Framework. Journal for Studies in Management and Planning, 02(1), 1–14.
Ones, D., Viswesvaran, C., & Dilchert, S. (2005). Personality at work: Raising awareness and correcting misconceptions. Human Performance, 18(4), 389–404. https://doi.org/10.1207/s15327043hup1804_5
Porter, L., & Steers, R. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 80(2), 151–176. https://doi.org/10.1037/h0034829
Porter, L., Steers, R., Mowday, R., & Boulian, P. (1973). Organizational commitment, job satisfaction and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603–609. https://doi.org/10.1037/h0037335
Punyanunt-Carter, N. (2019). Uncertainty reduction theory (URT) (S. P. Encyclopedia. (ed.)).
Rhodes, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86(5), 825–836.
Roberts, J., Coulson, K., & Chonko, L. (1999). Salesperson perceptions of equity and justice and their impact on organizational commitment and intent to turnover. Journal of Marketing Theory and Practice, 7(1), 1–16. https://doi.org/10.1080/10696679.1999.11501815
Roca, P., Beltrán, M., Escrig, A., & Bou, J. (2015). Organizational commitment to employees and organizational performance. Emerald Insight, 10(4), 781–800. https://doi.org/10.1108/JFM-03-2013-0017
Rynes, S., L. (1989). Recruitment, job choice, and post-hire consequences: A call for new research directions. Handbook of Industrial and Organizational Psychology, 2, 399–444.
Schwartz, S., & Bilsky, W. (1987). Toward a universal psychological structure of human values. Journal of Personality and Social Psychology, 53(3), 550–562.
Schwartz, S., & Sagiv, L. (1995). Identifying culture-specifics in the content and structure of values. Journal of Cross-Cultural Psychology, 26(1), 92–116. https://doi.org/10.1177/0022022195261007
Sharma, J., & Bajpai, N. (2011). Salary satisfaction as an antecedent of job satisfaction : Development of a regression model to determine the linearity between salary satisfaction and job satisfaction in a public and a private organization. European Journal of Social Sciences, 18(3), 450–461.
Sieger, P., Bernhard, F., & Frey, U. (2011). Affective commitment and job satisfaction among non-family employees: Investigating the roles of justice perceptions and psychological ownership. Journal of Family Business Strategy, 2(2), 78–89. https://doi.org/10.1016/j.jfbs.2011.03.003
Taormina, R. J. (1997). Organizational socialization: A multidomain, continuous process model. International Journal of Selection and Assessment, 5(1), 29–47. https://doi.org/10.1111/1468-2389.00043
Van Maanen, J., & Schein, E., H. (1977). Toward a theory of organizational socialization. Research in Organizational Behavior, 1–89. https://doi.org/10.1300/J026v07n01_11
Vroom, V. H., & Deci, E. L. (1971). The stability of post-decision dissonance: A follow-up study of the job attitudes of business school graduates. Organizational Behavior and Human Performance, 6(1), 36–49. https://doi.org/10.1016/0030-5073(71)90004-3
Wiener, Y. (1982). Commitment in organizations: A normative view. Academy of Management Review, 7(3), 418–428. https://doi.org/10.5465/AMR.1982.4285349
Wiener, Y., & Vardi, Y. (1980). Relationships between job, organization, and career commitments and work outcomes—An integrative approach. Organizational Behavior and Human Performance, 26(1), 81–96. https://doi.org/10.1016/0030-5073(80)90048-3
Yean, T., & Yusof, A. (2016). Organizational justice: A conceptual discussion. Procedia - Social and Behavioral Sciences, 219, 798–803. https://doi.org/10.1016/j.sbspro.2016.05.082
Adams, J. (1963). Towards an understanding of inequity. Journal of Abnormal and Social Psychology, 67(5), 422–436. https://doi.org/10.1037/h0040968
Adams, J. (1965). Inequity in social exchange. In Advances in Experimental Social Psychology (Vol. 2, pp. 267–299). Academic Press.
Ajzen, I. (2005). Attitudes and personality traits. In Attitudes, Personality and Behavior (p. 2).Open University Press.
Allen, N., & Meyer, J. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1–18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
Allen, N., & Meyer, J. (1993). Organizational commitment: Evidence of career stage effects? Journal of Business Research, 26(1), 49–61. https://doi.org/10.1016/0148-2963(93)90042-N
Barber, A. (1998). Job choice process. In Recruiting employees: Individual and Organizational Perspectives. Sage Publications.
Bass, B., & Avolio, B. (1990). Transformational leadership. Journal of European Industrial Training, 14(5), 21–27. https://doi.org/10.4324/9781315110400-6
Bass, B. (1999). Two decades of research and development in transformational leadership. European Journal of Work and Organizational Psychology, 8(1), 9–32. https://doi.org/10.1080/135943299398410
Bauer, T., Bodner, T., Erdogan, B., Truxillo, D., & Tucker, J. (2007). Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods. Journal of Applied Psychology, 92(3), 707–721. https://doi.org/10.1037/0021-9010.92.3.707
Becker, H. (1960). Notes on the concept of commitment. American Journal of Sociology, 66(1), 32–40. https://doi.org/10.4259/ibk.29.428
Becker, T., Klein, H., & Meyer, J. (2001). Commitment in Orgnizations - Accumulated Wisdom and New Directions. 417–450. https://doi.org/10.4324/9780203882122
Berger, C., & Calabrese, R. (1975). Some explorations in initial interaction and beyond: Toward a developmental theory of interpersonal communication. Human Communication Research, 1, 99–112.
Bergman, M. (2006). The relationship between affective and normative commitment: Review and research agenda. Journal of Organizational Behavior, 27(5), 645–663. https://doi.org/10.1002/job.372
Blau, P. (1964). Unspecified obligations and trust. In Exchange and power in social life. Wiley.
Bohnenberger, M. (2017). Marketing interno: la actuación conjunta entre recursos humanos y marketing en busca del compromiso organizacional.Tesis. Universidad de las Islas Baleares.
Bradac, J. (2001). Theory comparison: Uncertainty reduction, problematic integration, uncertainty management, and other curious constructs. Journal of Communication, 51(3), 456–476. https://doi.org/10.1093/joc/51.3.456
Brown, R. (2000). Social identity theory: Past achievements, current problems and future challenges. European Journal of Social Psychology, 30(6), 745–778. https://doi.org/10.1002/1099-0992(200011/12)30:6<745::AID-EJSP24>3.0.CO;2-O
Buchanan, B. (1974). Building organisational commitment: the socialisation of managers in work organisations. Administrative Science Quarterly, 19(4), 533–546. https://doi.org/10.2307/2391809
Cernas-Ortiz, D., Mercado-Salgado, P., & Davis, M. (2018). Perspectiva futura de tiempo, satisfacción laboral y compromiso organizacional: el efecto mediador de la autoeficacia, la esperanza y la vitalidad. Revista de Psicología del Trabajo y de las Organizaciones, 34(1), 1–9.
Chao, G. (2012). Organizational Socialization: Background, Basics, and a Blueprint for Adjustment at Work. In The Oxford Handbook of Organizational Psychology (Vol. 1, Issue April 2018). https://doi.org/10.1093/oxfordhb/9780199928309.013.0018
Chapman, D., Uggerslev, K., Carroll, S., Piasentin, K., & Jones, D. (2005). Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90(5), 928–944. https://doi.org/10.1037/0021-9010.90.5.928
Cohen, A. (2007). Commitment before and after: An evaluation and reconceptualization of organizational commitment. Human ResouHrce Management Review, 17(3), 336–354. https://doi.org/10.1016/j.hrmr.2007.05.001
Cohen, A., & Caspary, L. (2011). Individual Values, Organizational Commitment, and Participation in a Change: Israeli Teachers’ Approach to an Optional Educational Reform. Journal of Business and Psychology, 26(3), 385–396. https://doi.org/10.1007/s10869-010-9186-1
Cooper-Hakim, A., & Viswesvaran, C. (2005). The construct of work commitment: Testing an integrative framework. Psychological Bulletin, 131(2), 241–259. https://doi.org/10.1037/0033-2909.131.2.241
Dávila, M. (2012). El papel de los valores en la predicción del compromiso organizacional. Anuario de Psicología, 42(1), 51–64. http://www.raco.cat/index.php/AnuarioPsicologia/article/view/253522
Delobbe, N., & Vandenberghe, C. (2000). A four-dimensional model of organizational commitment among belgian employees. European Journal of Psychological Assessment, 16(2), 125–138. https://doi.org/10.1027//1015-5759.16.2.125
Eisenberger, R., Armeli, S., Rexwinkel, B., D.Lynch, P., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42–51. https://doi.org/10.1037//0021-9010.86.1.42
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71(3), 500–507. https://doi.org/10.1037/0021-9010.71.3.500
Etzioni, A. (1975). Comparative Analysis of Complex Organizations: On Power, Involvement, and their Correlates (6th (ed.)). The free Press.
Feldman, D. (1976). A contingency theory of socialization. Administratitve Science Quarterly, 21(3), 433–452.
Fishbein, M. (1980). Theory of reasoned action: Some applications and implications. In In H. Howe & M. Page (Eds.), Nebraska Symposium on Motiva- tion 1979 (pp. 65–111).
Fukami, C., & Larson, E. (1984). Commitment to company and union: Parallel models. Journal of Applied Psychology, 69(3), 367–371. https://doi.org/10.1037/0021-9010.69.3.367
Ganzach, Y., Pazy, A., Ohayun, Y., & Brainin, E. (2002). Social exchange and organizational commitment: Decision-making training for job choice as an alternative to the realistic job preview. Personnel Psychology, 55(3), 613–637. https://doi.org/10.1111/j.1744-6570.2002.tb00123.x
Gatewood, R., Gowan, M., & Lautenschlager, G. (1993). Corporate image, recruitment image and initial job choice decisions. Academy of Management Journal, 36(2), 414–427. https://doi.org/10.5465/256530
Geare, A. (1986). An examination of certain aspects of industrial relations ideologies : a theoretical analysis and an empirical study of managers. [University of Otago]. In American Documentation. https://doi.org/10.1002/asi.5090070210
Gkorezis, P., & Kastritsi, A. (2017). Employee expectations and intrinsic motivation: Work-related boredom as a mediator. Employee Relations, 39(1), 100–111.
Godlewski, R., & Kline, T. (2012). A model of voluntary turnover in male canadian forces recruits. Military Psychology, 24, 251–269. https://doi.org/10.1080/08995605.2012.678229
Goldring, D. (2010). Commitment variation in the phases of the relationship development process. Journal of Relationship Marketing, 9(4), 229–246. https://doi.org/10.1080/15332667.2010.522486
Gouldner, A. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161. https://doi.org/10.2307/2092623
Hung, J., Fisher, R., Gapp, R., & Carter, G. (2012). Work-related stress impacts on the commitment of urban transit drivers. Journal of Management and Organization, 18(2), 220–230. https://doi.org/10.5172/jmo.2012.18.2.220
Hung, L., Lee, Y., & Lee, D. (2018). The moderating effects of salary satisfaction and working pressure on the organizational climate, organizational commitment to turnover intention. International Journal of Business and Society, 19(1), 103–116.
Iverson, R. D., & Buttigieg, D. M. (1999). Affective, normative and continuance commitment: Can the “right kind” of commitment be managed? Journal of Management Studies, 36(3), 307–333. https://doi.org/10.1111/1467-6486.00138
Kelman, H. C. (1958). Compliance, identification, and internalization three processes of attitude change. Journal of Conflict Resolution, 2(1), 51–60. https://doi.org/10.1177/002200275800200106
Ko, J.-W., Price, J., & Mueller, C. (1997). Assessment of Meyer and Allen’s three-component model of organizational commitment in South Korea. Journal of Applied Psychology, 82(6), 961–973. https://doi.org/10.1037/0021-9010.82.6.961
Lee, T., Ashford, S., & Walsh, J. (1992). Commitment Propensity, Organizational Commitment, and Voluntary Turnover: A Longitudinal Study of Organizational Entry Processes. Journal of Management, 18(1), 15–32. https://doi.org/10.1177%2F014920639201800102
Liou, Shwu, R. (2009). Nurses’ intention to leave: Critically analyse the theory of reasoned action and organizational commitment model. Journal of Nursing Management, 17(1), 92–99. https://doi.org/10.1111/j.1365-2834.2008.00873.x
Loi, R., Hang-yue, N., & Foley, S. (2006). Linking employees’ justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support. Journal of Occupational and Organizational Psychology, 79(1), 101–120. https://doi.org/10.1348/096317905X39657
Major, D., Kozlowski, S., Chao, G., & Gardner, P. (1995). A Longitudinal investigation of newcomer expectations, early socialization outcomes, and the moderating effects of role development factors. Journal of Applied Psychology, 80(3), 418–431. https://doi.org/10.1037/0021-9010.80.3.418
McCrae, R., & Costa, P. (1996). A five-factor theory of personality. Handbook of Personality: Theory and Research, 2, 139–153.
Meyer, J., & Allen, N. (1991). A three component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89. https://doi.org/10.1016/1053-4822(91)90011-Z
Meyer, J., Allen, N., & Topolnytsky, L. (1998). Commitment in a changing world of work. Canadian Psychology, 39(1–2), 83–93. https://doi.org/10.1037/h0086797
Meyer, J., Irving, P., & Allen, N. (1998). Examination of the combined effects of work values and early work experiences on organizational commitment. Journal of Organizational Behavior, 19(1), 29–52. https://doi.org/10.1002/(SICI)1099-1379(199801)19:1<29::AID-JOB818>3.0.CO;2-U
Meyer, J., Stanley, D., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20–52. https://doi.org/10.1006/jvbe.2001.1842
Mowday, R., Porter, L., & Steers, R. (1982a). Development of Organizational Commitment. Employee–Organization Linkages, 2, 45–74. https://doi.org/10.1016/b978-0-12-509370-5.50007-1
Mowday, R., Porter, L., & Steers, R. (1982b). Nature of organizational commitment. In Employee–Organization Linkages, 2, 19–43. https://doi.org/10.1016/B978-0-12-509370-5.50006-X
O’Reilly III, C., & Chatman, J. (1986). Organizational commitment and psychological attachment: the effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492–499. https://doi.org/10.1037/0021-9010.71.3.492
Omer, N., & Ahmed, A. (2016). Organizational Factors and Organizational Commitment : A Conceptual Framework. Journal for Studies in Management and Planning, 02(1), 1–14.
Ones, D., Viswesvaran, C., & Dilchert, S. (2005). Personality at work: Raising awareness and correcting misconceptions. Human Performance, 18(4), 389–404. https://doi.org/10.1207/s15327043hup1804_5
Porter, L., & Steers, R. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 80(2), 151–176. https://doi.org/10.1037/h0034829
Porter, L., Steers, R., Mowday, R., & Boulian, P. (1973). Organizational commitment, job satisfaction and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603–609. https://doi.org/10.1037/h0037335
Punyanunt-Carter, N. (2019). Uncertainty reduction theory (URT) (S. P. Encyclopedia. (ed.)).
Rhodes, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86(5), 825–836.
Roberts, J., Coulson, K., & Chonko, L. (1999). Salesperson perceptions of equity and justice and their impact on organizational commitment and intent to turnover. Journal of Marketing Theory and Practice, 7(1), 1–16. https://doi.org/10.1080/10696679.1999.11501815
Roca, P., Beltrán, M., Escrig, A., & Bou, J. (2015). Organizational commitment to employees and organizational performance. Emerald Insight, 10(4), 781–800. https://doi.org/10.1108/JFM-03-2013-0017
Rynes, S., L. (1989). Recruitment, job choice, and post-hire consequences: A call for new research directions. Handbook of Industrial and Organizational Psychology, 2, 399–444.
Schwartz, S., & Bilsky, W. (1987). Toward a universal psychological structure of human values. Journal of Personality and Social Psychology, 53(3), 550–562.
Schwartz, S., & Sagiv, L. (1995). Identifying culture-specifics in the content and structure of values. Journal of Cross-Cultural Psychology, 26(1), 92–116. https://doi.org/10.1177/0022022195261007
Sharma, J., & Bajpai, N. (2011). Salary satisfaction as an antecedent of job satisfaction : Development of a regression model to determine the linearity between salary satisfaction and job satisfaction in a public and a private organization. European Journal of Social Sciences, 18(3), 450–461.
Sieger, P., Bernhard, F., & Frey, U. (2011). Affective commitment and job satisfaction among non-family employees: Investigating the roles of justice perceptions and psychological ownership. Journal of Family Business Strategy, 2(2), 78–89. https://doi.org/10.1016/j.jfbs.2011.03.003
Taormina, R. J. (1997). Organizational socialization: A multidomain, continuous process model. International Journal of Selection and Assessment, 5(1), 29–47. https://doi.org/10.1111/1468-2389.00043
Van Maanen, J., & Schein, E., H. (1977). Toward a theory of organizational socialization. Research in Organizational Behavior, 1–89. https://doi.org/10.1300/J026v07n01_11
Vroom, V. H., & Deci, E. L. (1971). The stability of post-decision dissonance: A follow-up study of the job attitudes of business school graduates. Organizational Behavior and Human Performance, 6(1), 36–49. https://doi.org/10.1016/0030-5073(71)90004-3
Wiener, Y. (1982). Commitment in organizations: A normative view. Academy of Management Review, 7(3), 418–428. https://doi.org/10.5465/AMR.1982.4285349
Wiener, Y., & Vardi, Y. (1980). Relationships between job, organization, and career commitments and work outcomes—An integrative approach. Organizational Behavior and Human Performance, 26(1), 81–96. https://doi.org/10.1016/0030-5073(80)90048-3
Yean, T., & Yusof, A. (2016). Organizational justice: A conceptual discussion. Procedia - Social and Behavioral Sciences, 219, 798–803. https://doi.org/10.1016/j.sbspro.2016.05.082