The interactive effect of collectivism and organizational rewards on affective organizational commitment
Bibliographic Data
| ID | 20501468 |
|---|---|
| Authors | Ian O Williamson (0000-0001-9284-2931, The University of Melbourne), Meredith F Burnett (Florida International University), Kathryn M Bartol (0000-0002-0978-920X, University of Maryland, College Park) |
| Year | 2009 |
| Volume | 16 |
| Issue | 1 |
| Pages | 28-43 |
| Publication date | 2009-02-06 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Cross Cultural Management An International Journal (JOURNAL) |
| Journal identifiers | ISSN: 1352-7606 • E-ISSN: 1758-6089 |
| Publisher | Emerald (PUBLISHER) |
| DOI | 10.1108/13527600910930022 |
| OpenAlex | W2041881127 |
| Language | EN |
| Citations received | 8 |
| References cited | 51 |
Purpose The purpose of this paper is to develop an interactionist framework for examining how the cultural dimension of collectivism interacts with workplace attributes to influence organizational commitment. Design/methodology/approach These issues are studied by using a longitudinal survey to examine the development of affective organizational commitment by a racially diverse set of young professionals in the USA. Findings Consistent with predictions, results showed a significant two‐way interaction between the cultural dimension of collectivism and organizational rewards on employees’ commitment. Research limitations/implications These results suggest that research may benefit from the development of theory that simultaneously considers the role that workplace attributes and cultural values play in shaping organizational commitment. Practical implications The findings of this study suggest that organizations may increase existing employees’ commitment by strategically managing the types of rewards they provide to employees with different cultural values. Originality/value While an extensive amount of research has been conducted on affective organizational commitment, the question of whether employees’ cultural values influence commitment formation is still largely unanswered. Thus, this study provides initial evidence on the interactive effect of culture and rewards on the formation of employee commitment
Affective events theory · Collectivism · Hofstede's cultural dimensions theory · Individualism · Job performance · Job satisfaction · Organizational commitment · Organizational culture · Originality · Political science · Public relations · Cultural Differences and Values · International Student and Expatriate Challenges · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology
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Examination of the combined effects of work values and early work experiences on organizational commitment
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Individualism-Collectivism
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| Unique citing works | 8 |
|---|---|
| Citations per year | 0,67 |
| Citation span | 2014 - 2021 (8) |
| Citation velocity | historical |
| Highly cited | No |
| Citation types | Neutral: 7 |