Building Organizational Commitment in Nested Groups

Theory and New Evidence from South Korea

Bibliographic Data

ID10562012
AuthorsShane R Thye (0009-0008-4583-5649, University of South Carolina, corresponding author), Jeongkoo Yoon (Ewha Womans University, corresponding author)
Year2015
Volume48
Issue3
Pages249-270
Publication date2015-06-26
Peer ReviewedYes
Open AccessNo
TypeARTICLE
VenueSociological Focus (JOURNAL)
Journal identifiersISSN: 0038-0237 • E-ISSN: 2162-1128
PublisherTaylor & Francis (PUBLISHER • GB)
DOI10.1080/00380237.2015.1039440
OpenAlexW1492529300
LanguageEN
Citations received2
References cited70

We investigate team commitment as a nested group phenomenon and examine perceived organizational support as a mechanism through which nested team commitment is generalized to the larger organizational unit. We theorize that employees develop nested team commitments by attributing positive emotions (e.g., job satisfaction) to teams more than to the larger organization. At issue with nested teams is how to mobilize local commitments to the larger organization and thereby coordinate and integrate inter-team activities at the organizational level. We propose perceived organizational support as a solution, which operates as a re-categorization mechanism to help employees expand their nested group boundary to include the larger organization. We derive two main effect hypotheses and two moderation effect hypotheses. These hypotheses are tested using data from 768 employees of a large Korean organization. The results provide support for three of the four hypotheses

Job satisfaction · Moderation · Nested set model · Organizational commitment · Phenomenon · Computer Science · Customer Service Quality and Loyalty · Gender Diversity and Inequality · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology

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