How Does Enlistment Motivation Shape Organizational Commitment? The Role of Career Identity and Organizational Support
Bibliographic Data
| ID | 13655467 |
|---|---|
| Authors | Jie Zhou (0000-0003-2319-8673, Department of Police Management, Sichuan Police College, Luzhou, China, corresponding author), Jianwei Zhang (0000-0002-5491-1745, Beijing Institute of Technology), Weijun Hua (0000-0002-5146-5129, Beijing Institute of Technology), Mingming Zhao (0009-0002-3205-5471, Department of Police Management, Sichuan Police College, Luzhou, China) |
| Year | 2022 |
| Volume | 127 |
| Issue | 1 |
| Pages | 299-334 |
| Publication date | 2022-06-16 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Psychological Reports (JOURNAL) |
| Journal identifiers | ISSN: 0033-2941 • E-ISSN: 1558-691X |
| Publisher | SAGE Publishing (PUBLISHER • US) |
| DOI | 10.1177/00332941221109097 |
| PMID | 35711150 |
| OpenAlex | W4283016146 |
| Language | EN |
| References cited | 103 |
This study, based on the integrative model of commitment and motivation and organizational support theory, examined the mechanism of intrinsic and extrinsic enlistment motivation on three facets of organizational commitment. A three-wave field questionnaire survey was conducted among 1606 Reserve Officers' Training Corps cadets from Chinese universities. The results showed that both intrinsic and extrinsic motivation positively predicted affective commitment, normative commitment, and continuous commitment. The positive effect of intrinsic motivation was stronger than extrinsic motivation. However, the interactive effect of intrinsic and extrinsic motivation negatively predicted the three aspects of organizational commitment. Career identity mediated all the direct effects above. Moreover, organizational support moderated the effects of intrinsic and extrinsic motivation on career identity. When organizational support was low, the positive effect of intrinsic motivation on career identity was stronger; whereas, when organizational support was high, the positive effect of extrinsic motivation on career identity was stronger. Furthermore, extrinsic motivation and organizational support jointly moderated the effect of intrinsic motivation on career identity and the mediating effects between intrinsic motivation and the three facets of organizational commitment. Specifically, when extrinsic motivation and organizational support were low, the direct and mediating effects above were stronger
Affective events theory · Identity (music · Intrinsic motivation · Job attitude · Job performance · Job satisfaction · Organizational commitment · Perceived organizational support · Behavioral Health and Interventions · Job Satisfaction and Organizational Behavior · Motivation and Self-Concept in Sports · Psychology · Social Psychology
Organizational Commitment
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Too much of a good thing
The Strong Situation Hypothesis
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Facilitating optimal motivation and psychological well-being across life's domains.
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Employee Commitment and Motivation
The Too-Much-of-a-Good-Thing Effect in Management
Work Extrinsic and Intrinsic Motivation Scale
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Trait Activation Theory
Self-Concordance at Work
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Motivation Crowding Theory
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Perceived Organizational Support
Reciprocation of perceived organizational support.
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A three-component conceptualization of organizational commitment
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A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment
Perceived Organizational Support
A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation
Person–Organization Fit, Work–Family Balance, and Work Attitude
The development of a career identity
Self‐determination theory and work motivation
The measurement and antecedents of affective, continuance and normative commitment to the organization
Do intrinsic and extrinsic motivation relate differently to employee outcomes
Wage Rigidity in a Competitive Incomplete Contract Market
Institutional Motives for Serving in the U.S. Army National Guard
The "What" and "Why" of Goal Pursuits
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Perceived reciprocity, social support, and stress at work
On the Servant Leadership Behaviors Perceived in Voluntary Settings
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More social support is associated with more positive mood but excess support is associated with more negative mood
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| Citation velocity | historical |
|---|---|
| Highly cited | No |