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Employees' organizational identification and affective organizational commitment: an integrative approach.
PLoS One. 2015; 10(4):e0123955.Plos

Abstract

Although several studies have empirically supported the distinction between organizational identification (OI) and affective commitment (AC), there is still disagreement regarding how they are related. Precisely, little attention has been given to the direction of causality between these two constructs and as to why they have common antecedents and outcomes. This research was designed to fill these gaps. Using a cross-lagged panel design with two measurement times, Study 1 examined the directionality of the relationship between OI and AC, and showed that OI is positively related to temporal change in AC, confirming the antecedence of OI on AC. Using a cross-sectional design, Study 2 investigated the mediating role of OI in the relationship between three work experiences (i.e., perceived organizational support, leader-member exchange, and job autonomy) and AC, and found that OI partially mediates the influence of work experiences on AC. Finally, Study 3 examined longitudinally how OI and AC combine in the prediction of actual turnover, and showed that AC totally mediates the relationship between OI and turnover. Overall, these findings suggest that favorable work experiences operate via OI to increase employees' AC that, in turn, decreases employee turnover.

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Authors+Show Affiliations

Department of Psychology, Université catholique de Louvain, Louvain-la-Neuve, Belgium.

Department of Psychology, Université catholique de Louvain, Louvain-la-Neuve, Belgium.

Department of Psychology, Université catholique de Louvain, Louvain-la-Neuve, Belgium.

Department of Psychology, Université catholique de Louvain, Louvain-la-Neuve, Belgium.

Department of Psychology, Université de Liège, Liège, Belgium.

Department of Psychology, Université catholique de Louvain, Louvain-la-Neuve, Belgium.

DGHR-Section Recrutement et Sélection-Research & Development, Belgian Defense, Brussels, Belgium.

MeSH

AdultCross-Sectional StudiesFemaleHumansJob SatisfactionLeadershipMaleMiddle AgedMotivationOrganizational CultureResearch Design

Pub Type(s)

Journal Article

Research Support, Non-U.S. Gov't

Language

eng

PubMed ID

25875086

Citation

Stinglhamber, Florence, et al. "Employees' Organizational Identification and Affective Organizational Commitment: an Integrative Approach." PloS One, vol. 10, no. 4, 2015, pp. e0123955.

Stinglhamber F, Marique G, Caesens G, et al. Employees' organizational identification and affective organizational commitment: an integrative approach. PLoS One. 2015;10(4):e0123955.

Stinglhamber, F., Marique, G., Caesens, G., Desmette, D., Hansez, I., Hanin, D., & Bertrand, F. (2015). Employees' organizational identification and affective organizational commitment: an integrative approach. PloS One, 10(4), e0123955. https://doi.org/10.1371/journal.pone.0123955

Stinglhamber F, et al. Employees' Organizational Identification and Affective Organizational Commitment: an Integrative Approach. PLoS One. 2015;10(4):e0123955. PubMed PMID: 25875086.

* Article titles in AMA citation format should be in sentence-case

TY - JOUR T1 - Employees' organizational identification and affective organizational commitment: an integrative approach. AU - Stinglhamber,Florence, AU - Marique,Géraldine, AU - Caesens,Gaëtane, AU - Desmette,Donatienne, AU - Hansez,Isabelle, AU - Hanin,Dorothée, AU - Bertrand,Françoise, Y1 - 2015/04/13/ PY - 2014/09/19/received PY - 2015/03/04/accepted PY - 2015/4/16/entrez PY - 2015/4/16/pubmed PY - 2016/2/2/medline SP - e0123955 EP - e0123955 JF - PloS one JO - PLoS One VL - 10 IS - 4 N2 - Although several studies have empirically supported the distinction between organizational identification (OI) and affective commitment (AC), there is still disagreement regarding how they are related. Precisely, little attention has been given to the direction of causality between these two constructs and as to why they have common antecedents and outcomes. This research was designed to fill these gaps. Using a cross-lagged panel design with two measurement times, Study 1 examined the directionality of the relationship between OI and AC, and showed that OI is positively related to temporal change in AC, confirming the antecedence of OI on AC. Using a cross-sectional design, Study 2 investigated the mediating role of OI in the relationship between three work experiences (i.e., perceived organizational support, leader-member exchange, and job autonomy) and AC, and found that OI partially mediates the influence of work experiences on AC. Finally, Study 3 examined longitudinally how OI and AC combine in the prediction of actual turnover, and showed that AC totally mediates the relationship between OI and turnover. Overall, these findings suggest that favorable work experiences operate via OI to increase employees' AC that, in turn, decreases employee turnover. SN - 1932-6203 UR - https://www.unboundmedicine.com/medline/citation/25875086/Employees'_organizational_identification_and_affective_organizational_commitment:_an_integrative_approach_ DB - PRIME DP - Unbound Medicine ER -