Article Sidebar
Date Published:
30/11/2022
Abstract Views: 766
Views PDF: 582
Views PDF: 582
Issue
Section
Articles
How to Cite
Nguyen, Q. H., & Nguyen, A. T. T. (2022). Factors affecting organizational commitment: research at the Joint-stock Commercial Bank for Investment and Development of Vietnam (BIDV). Journal of International Economics and Management, 22(3), 91-109. https://doi.org/10.38203/jiem.022.3.0055
Metrics
Factors affecting organizational commitment: research at the Joint-stock Commercial Bank for Investment and Development of Vietnam (BIDV)
Main Article Content
Abstract
The study examines the impact of six internal factors on the organizational commitment of the employees at the Bank for Investment and Development of Vietnam (BIDV). The reliability analysis and exploratory factor analysis were adopted to analyze the collected data from 292 surveyed samples. The results show that six elements including current job, working condition, leadership, colleagues, payments and salaries, promotion and development positively relate to employees’ organizational commitment at BIDV. Based on this finding, the most important implication is the need of establishing a holistic working environment.
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
Keywords
Human resource management, Organizational commitment, Bank for Investment and Development of Vietnam (BIDV)
References
Aguinis, H. and Kraiger, K. (2009), “Benefits of training and development for individuals and teams, organizations, and society”, Annual Review of Psychology, Vol. 60, pp. 451 - 474.
Akinyele, S.T. and Fasogbon, O.I. (2010), “Impact of strategic planning on organizational performance and survival”, Research Journal of Business Management, Vol. 4 No. 1, pp. 73 - 82.
Alderfer, C.P. (1969), “An empirical test of a new theory of human needs”, Organizational Behavior and Human Performance, Vol. 4 No. 2, pp. 142 - 175.
Allen, N.J. and Meyer, J.P. (1990), “The measurement and antecedents of affective, continuance and normative commitment to the organization”, Journal of Occupational Psychology, Vol. 63 No. 1, pp. 1 - 18.
Anh, T.T. and Vi, P.T. (2017), “Corporate culture, employee satisfaction and commitment to the organization in electronic product businesses in Ho Chi Minh City”, Journal of Economic Development, Vol. 28 No. 2, pp. 61 - 85.
Assaf, D.A.M. and Alswalha, D.A. (2013), “Environmental impacts of working conditions in paint factories workers in the Hashemite Kingdom of Jordan”, European Scientific Journal, Vol. 9 No. 8, pp. 45 - 65.
Baker, T. and Nelson, R.E. (2005), “Creating something from nothing: resource construction through entrepreneurial bricolage”, Administrative Science Quarterly, Vol. 50 No. 3, pp. 329 - 366.
Bartol, K.M. and Locke, E.A. (2000), “Incentives and motivation”, in Rynes, S. and Gerhart, B. (Eds.), Compensation in Organizations: Progress and Prospects, New Lexington Press, Francisco, pp. 104 - 147.
Bhavna, A. and Swati, G. (2012), “Maximum success: become an employer of choice”, KKIMRC IJRHR, Vol. 1 No. 2, pp. 1 - 6.
Bowlby, J. (1982), “Attachment and loss: retrospect and prospect”, American Journal of Orthopsychiatry, Vol. 52 No. 4, pp. 664 - 687.
Brief, A.P. and Motowidlo, S.J. (1986), “Prosocial organizational behaviors”, Academy of Management Review, Vol. 11 No. 4, pp. 710 - 725.
Buchanan, B. (1974), “Government managers, business executives, and organizational commitment”, Public Administration Review, Vol. 37 No. 4, pp. 339 - 347.
Buhai, S., Cottini, E. and Westergård-Nielsen, N. (2008), “The impact of workplace conditions on firm performance”, Tinbergen Institute Discussion Paper, Vol. 3 No. 8, pp. 31 - 49.
Bulut, C. and Culha, O. (2010), “The effects of organizational training on organizational commitment”, International Journal of Training and Development, Vol. 14 No. 4, pp. 309 - 322.
Caligiuri, P. (2014), “Many moving parts: factors influencing the effectiveness of HRM practices designed to improve knowledge transfer within MNCs”, Journal of International Business Studies, Vol. 45 No. 1, pp. 63 - 72.
Chang, W.A., Wang, Y. and Huang, T. (2013), “Work designed-related antecedents of turnover intention: a multilevel approach”, Human Resource Management, Vol. 52 No. 1, pp. 1 - 26.
Chau, V.T. (2009), Factors affecting the satisfaction of office workers in Ho Chi Minh City, Doctoral dissertation, Ho Chi Minh City University of Economics, Ho Chi Minh City.
Chrispeels, J.H. (2004), Learning to lead together: the promise and challenge of sharing leadership, Sage Publications, London.
Clifford, J.M. (1985), “The relative importance of intrinsic and extrinsic rewards as determinants of work satisfaction”, The Sociological Quarterly, Vol. 26 No. 3, pp. 365 - 385.
Cohen, A. (1993), “Work commitment in relation to withdrawal intentions and union effectiveness”, Journal of Business Research, Vol. 26 No. 1, pp. 75 - 90.
Cushion, C.J., Armour, K.M. and Jones, R.L. (2003), “Coach education and continuing professional development: experience and learning to coach”, Quest, Vol. 55 No. 3, pp. 215 - 230.
Dobrow, S.R., Chandler, D.E., Murphy, W.M. and Kram, K.E. (2012), “A review of developmental networks: incorporating a mutuality perspective”, Journal of Management, Vol. 38 No. 1, pp. 210 - 242.
Dang, T.H. and Nguyen, P.M. (2021), “Employee commitment in small and medium-sized enterprises in Hanoi”, Conference Paper, Hanoi National University.
Duren, D. (2017), Servant leadership: a new paradigm in Servant leadership and followership, Palgrave Macmillan, Cham.
Eisenberger, R., Fasolo, P. and Davis-LaMastro, V. (1990), “Perceived organizational support and employee diligence, commitment, and innovation”, Journal of Applied Psychology, Vol. 75 No. 1, pp. 51 - 76.
Eisenberger, R., Huntington, R., Hutchison, S. and Sowa, D. (1986), “Perceived organizational support”, Journal of Applied Psychology, Vol. 71 No. 3, pp. 500 - 507.
Freyermuth, T. (2007), Retaining employees in a tightening labor market, RSM: McGladrey, USA.
Gazioglu, S. and Tanselb, A. (2006), “Job satisfaction in Britain: individual job-related factors”, Applied Economics, Vol. 38 No. 10, pp. 1163 - 1171.
Gerald, M. and Dorothee, L. (2004), “Relationship of professionalism, rewards, market orientation and job satisfaction”, Journal of Business, Vol. 57 No. 2, pp. 1042 - 1053.
Getahun, S., Sims, B. and Hummer, D. (2008), “Job satisfaction and organizational commitment among probation and parole officers: a case study”, Professional Issues in Criminal Justice, Vol. 1 No. 3, pp. 1 - 16.
Giao, H.N.K. and Vu, N.T. (2011), Customer satisfaction about Vinatex-mart supermarket service quality, Center for Open Science.
Gonyea, J.G. and Googins, B.K. (1992), “Linking the worlds of work and family: beyond the
productivity trap”, Human Resource Management, Vol. 31 No. 3, pp. 209 - 226.
Gostick, A. and Elton, C. (2007), The carrot principle: how the best managers use recognition to engage their people, retain talent, and accelerate performance, Simon and Schuster.
Gregory, J.B. and Levy, P.E. (2010), “Employee coaching relationships: enhancing construct clarity and measurement”, Coaching: An International Journal of Theory, Research and Practice, Vol. 3 No. 2, pp. 109 - 123.
Griffin, R.W., Bateman, T.S., Cooper, C.L. and Robertson, I. (1986), Job satisfaction and organizational commitment, Lawrence Erlbaum Associates Publishers, Australia.
Hair, J.F., Black, W.C., Babin, B.J. and Anderson, R.E. (2009), Multivariate data analysis, 7th Edition, Pearson Prentice Hall, Upper Saddle River.
Hanaysha, J. (2016), “Testing the effects of employee engagement, work environment, and organizational learning on organizational commitment”, Procedia-Social and Behavioral Sciences, Vol. 229, pp. 289 - 297.
Harter, J.K., Schmidt, F.L. and Hayes, T.L. (2002), “Business unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta analysis”, Journal of Applied Psychology, Vol. 87 No. 2, pp. 268 - 279.
Hays, D.W. (2014), “Examining differences between millennial and all employee levels of job satisfaction and importance and satisfaction with the immediate supervisor relationship”, International Journal of Management Studies and Research, Vol. 2 No. 8, pp. 1 - 7.
Huselid, M.A. (1995), “The impact of human resource management practices on turnover, productivity, and corporate financial performance”, Academy of Management Journal, Vol. 38 No. 3, pp. 635 - 672.
Kamerman, S.B. and Kahn, A.J. (1987), “Universalism and income testing in family policy: new perspectives on an old debate”, Social Work, Vol. 32 No. 4, pp. 277 - 280.
Krishnan, R. and Ismail, I.R. (2012), “The mediating role of work engagement in the relationship between job autonomy and citizenship performance”, Proceedings of 19th International Business Research Conference, World Business Institute, Australia.
Kyko, O.C. (2005), “Instrumentation: know yourself and others”, New York: Longman, Vol. 31 No. 1, pp. 4 - 8.
Lee, T.W. and Mitchell, T.R. (1991), “The unfolding effects of organizational commitment and anticipated job satisfaction on voluntary employee turnover”, Motivation and Emotion, Vol. 15 No. 1, pp. 99 - 121.
Leibowitz, Z.B., Kaye, B.L., Farren, C. and Kaye, B.L. (1986), Designing career development systems, Pfeiffer Publishers.
Lockwood, N.R. (2007), “Leveraging employee engagement for competitive advantage”, Society for Human Resource Management, Vol. 52 No. 3, pp. 1 - 11.
Luddy, N. (2005), Job satisfaction amongst employees at a public health institution in the Western Cape, Doctoral dissertation, University of the Western Cape, Cape Town.
Macey, W.H. and Schneider, B. (2008), “The meaning of employee engagement”, Industrial and Organizational Psychology, Vol. 1 No. 1, pp. 3 - 30.
Maslow, A.H. (1943), “A theory of human motivation”, Psychological Review, Vol. 50, pp. 370 - 396.
Meyer, J.P. and Allen, N.J. (1991), “A three-component conceptualization of organizational commitment”, Human Resource Management Review, Vol. 1 No. 1, pp. 61 - 89.
Meyer, J.P., Becker, T.E. and Vandenberghe, C. (2004), “Employee commitment and motivation: a conceptual analysis and integrative model”, Journal of Applied Psychology, Vol. 89 No. 6, pp. 991 - 998.
Mowday, R.T., Koberg, C.S. and McArthur, A.W. (1984), “The psychology of the withdrawal process: a cross-validation test of Mobley's intermediate linkages model of turnover in two samples”, Academy of Management Journal, Vol. 27 No. 1, pp. 79 - 94.
Mowday, R.T., Steers, R.M. and Porter, L.W. (1979), “The measurement of organizational commitment”, Journal of Vocational Behavior, Vol. 14 No. 2, pp. 224 - 247.
Muhammad, A.H. (2014), “Perceived organizational support and organizational citizenship behavior: the case of Kuwait”, International Journal of Business Administration, Vol. 5 No. 3, pp. 59 - 73.
Nguyen, H.N. and Mohamed, S. (2009), “Examination of the relationships among leadership styles, organisational culture and knowledge management practices”, in Collaboration and Integration in Engineering, Management and Technology (Proceedings of 5th International Conference on Construction in 21st Century, pp. 1027 - 1034.
Nordhaug, O. (1989), “Reward functions of personnel training”, Human Relations, Vol. 42 No. 5, pp. 373 - 388.
O'Reilly, C. (1989), “Corporations, culture, and commitment: motivation and social control in organizations”, California Management Review, Vol. 31 No. 4, pp. 9 - 25.
O'Reilly, C.A and Chatman, J. (1986), “Organizational commitment and psychological attachment: the effects of compliance, identification, and internalization on prosocial behavior”, Journal of Applied Psychology, Vol. 71 No. 3, pp. 492 - 507.
Paul, A.K. and Anantharaman, R.N. (2004), “Influence of HRM practices on organizational commitment: a study among software professionals in India”, Human Resource Development Quarterly, Vol. 15 No. 1, pp. 77 - 88.
Perry-Smith, J.E. and Blum, T.C. (2000), “Work-family human resource bundles and perceived organizational performance”, Academy of Management Journal, Vol. 43 No. 6, pp. 1107 - 1117.
Pham, H.L. (2011), Affecting factors of organizational commitment of employees at Khanhhoa Tourism Company, Economic Thesis, Nhatrang University.
Quader, K. and Jin, S. (2011), Managing selection and retention of employees: a case study on Länsförsäkringar Bergslagen, School of Sustainable Development of Society and Technology.
Raziq, A. and Maulabakhsh, R. (2015), “Impact of working environment on job satisfaction”, Procedia Economics and Finance, Vol. 23, pp. 717 - 725.
Robbins, S.P. and Judge, T. (2021), Essentials of organizational behavior, 15th Edition, Pearson Education.
Robinson, S.L. and Rousseau, D.M. (1994), "Violating the psychological contract: not the exception but the norm”, Journal of Organizational Behavior, Vol. 15 No. 3, pp. 245 - 259.
Rynes, S.L., Colbert, A.E. and Brown, K.G. (2002), “HR professionals' beliefs about effective human resource practices: correspondence between research and practice”, Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and Alliance with the Society of Human Resources Management, Vol. 41 No. 2, pp. 149 - 174.
Sarvadi, P. (2005), “The best way to reward employees. Solutions for growing Business”, Available at www.entrepreneur.com (Accessed 26 March, 2021).
Saks, A. (2008), “The meaning and bleeding of employee engagement: how muddy is the water?”,
Industrial and Organizational Psychology, Vol. 1 No. 1, pp. 40 - 43.
Sousa-Poza, A. and Sousa-Poza, A.A. (2000), “Well-being at work: a cross-national analysis of the levels and determinants of job satisfaction”, The Journal Of Socio-Economics, Vol. 29 No. 6, pp. 517 - 538.
Steers, R.M. (1977), “Antecedents and outcomes of organizational commitment”, Administrative Science Quarterly, Vol. 22 No. 1, pp. 46 - 56.
Swailes, S. (2002), “Organizational commitment: a critique of the construct and measures”, International Journal of Management Reviews, Vol. 4 No. 2, pp. 155 - 178.
Tett, R.P. and Meyer, J.P. (1993), “Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta‐analytic findings”, Personnel Psychology, Vol. 46 No. 2, pp. 259 - 293.
Vance, R.E. (2006), Employee engagement and commitment: a guide to understanding, measuring and increasing engagement in your organization, SHRM Foundation.
Wiener, Y. and Vardi, Y. (1980), “Relationships between job, organization, and career commitments and work outcomes - An integrative approach”, Organizational Behavior and Human Performance, Vol. 26 No. 1, pp. 81 - 96.
Williams, L.J. and Anderson, S.E. (1991), “Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors”, Journal of Management, Vol. 17 No. 3, pp. 601 - 617.
Zahra, S.A. (1984), “Antecedents and consequences of organizational commitment-an integrative approach”, Akron Business and Economic Review, Vol. 15 No. 3, pp. 26 - 32.
Akinyele, S.T. and Fasogbon, O.I. (2010), “Impact of strategic planning on organizational performance and survival”, Research Journal of Business Management, Vol. 4 No. 1, pp. 73 - 82.
Alderfer, C.P. (1969), “An empirical test of a new theory of human needs”, Organizational Behavior and Human Performance, Vol. 4 No. 2, pp. 142 - 175.
Allen, N.J. and Meyer, J.P. (1990), “The measurement and antecedents of affective, continuance and normative commitment to the organization”, Journal of Occupational Psychology, Vol. 63 No. 1, pp. 1 - 18.
Anh, T.T. and Vi, P.T. (2017), “Corporate culture, employee satisfaction and commitment to the organization in electronic product businesses in Ho Chi Minh City”, Journal of Economic Development, Vol. 28 No. 2, pp. 61 - 85.
Assaf, D.A.M. and Alswalha, D.A. (2013), “Environmental impacts of working conditions in paint factories workers in the Hashemite Kingdom of Jordan”, European Scientific Journal, Vol. 9 No. 8, pp. 45 - 65.
Baker, T. and Nelson, R.E. (2005), “Creating something from nothing: resource construction through entrepreneurial bricolage”, Administrative Science Quarterly, Vol. 50 No. 3, pp. 329 - 366.
Bartol, K.M. and Locke, E.A. (2000), “Incentives and motivation”, in Rynes, S. and Gerhart, B. (Eds.), Compensation in Organizations: Progress and Prospects, New Lexington Press, Francisco, pp. 104 - 147.
Bhavna, A. and Swati, G. (2012), “Maximum success: become an employer of choice”, KKIMRC IJRHR, Vol. 1 No. 2, pp. 1 - 6.
Bowlby, J. (1982), “Attachment and loss: retrospect and prospect”, American Journal of Orthopsychiatry, Vol. 52 No. 4, pp. 664 - 687.
Brief, A.P. and Motowidlo, S.J. (1986), “Prosocial organizational behaviors”, Academy of Management Review, Vol. 11 No. 4, pp. 710 - 725.
Buchanan, B. (1974), “Government managers, business executives, and organizational commitment”, Public Administration Review, Vol. 37 No. 4, pp. 339 - 347.
Buhai, S., Cottini, E. and Westergård-Nielsen, N. (2008), “The impact of workplace conditions on firm performance”, Tinbergen Institute Discussion Paper, Vol. 3 No. 8, pp. 31 - 49.
Bulut, C. and Culha, O. (2010), “The effects of organizational training on organizational commitment”, International Journal of Training and Development, Vol. 14 No. 4, pp. 309 - 322.
Caligiuri, P. (2014), “Many moving parts: factors influencing the effectiveness of HRM practices designed to improve knowledge transfer within MNCs”, Journal of International Business Studies, Vol. 45 No. 1, pp. 63 - 72.
Chang, W.A., Wang, Y. and Huang, T. (2013), “Work designed-related antecedents of turnover intention: a multilevel approach”, Human Resource Management, Vol. 52 No. 1, pp. 1 - 26.
Chau, V.T. (2009), Factors affecting the satisfaction of office workers in Ho Chi Minh City, Doctoral dissertation, Ho Chi Minh City University of Economics, Ho Chi Minh City.
Chrispeels, J.H. (2004), Learning to lead together: the promise and challenge of sharing leadership, Sage Publications, London.
Clifford, J.M. (1985), “The relative importance of intrinsic and extrinsic rewards as determinants of work satisfaction”, The Sociological Quarterly, Vol. 26 No. 3, pp. 365 - 385.
Cohen, A. (1993), “Work commitment in relation to withdrawal intentions and union effectiveness”, Journal of Business Research, Vol. 26 No. 1, pp. 75 - 90.
Cushion, C.J., Armour, K.M. and Jones, R.L. (2003), “Coach education and continuing professional development: experience and learning to coach”, Quest, Vol. 55 No. 3, pp. 215 - 230.
Dobrow, S.R., Chandler, D.E., Murphy, W.M. and Kram, K.E. (2012), “A review of developmental networks: incorporating a mutuality perspective”, Journal of Management, Vol. 38 No. 1, pp. 210 - 242.
Dang, T.H. and Nguyen, P.M. (2021), “Employee commitment in small and medium-sized enterprises in Hanoi”, Conference Paper, Hanoi National University.
Duren, D. (2017), Servant leadership: a new paradigm in Servant leadership and followership, Palgrave Macmillan, Cham.
Eisenberger, R., Fasolo, P. and Davis-LaMastro, V. (1990), “Perceived organizational support and employee diligence, commitment, and innovation”, Journal of Applied Psychology, Vol. 75 No. 1, pp. 51 - 76.
Eisenberger, R., Huntington, R., Hutchison, S. and Sowa, D. (1986), “Perceived organizational support”, Journal of Applied Psychology, Vol. 71 No. 3, pp. 500 - 507.
Freyermuth, T. (2007), Retaining employees in a tightening labor market, RSM: McGladrey, USA.
Gazioglu, S. and Tanselb, A. (2006), “Job satisfaction in Britain: individual job-related factors”, Applied Economics, Vol. 38 No. 10, pp. 1163 - 1171.
Gerald, M. and Dorothee, L. (2004), “Relationship of professionalism, rewards, market orientation and job satisfaction”, Journal of Business, Vol. 57 No. 2, pp. 1042 - 1053.
Getahun, S., Sims, B. and Hummer, D. (2008), “Job satisfaction and organizational commitment among probation and parole officers: a case study”, Professional Issues in Criminal Justice, Vol. 1 No. 3, pp. 1 - 16.
Giao, H.N.K. and Vu, N.T. (2011), Customer satisfaction about Vinatex-mart supermarket service quality, Center for Open Science.
Gonyea, J.G. and Googins, B.K. (1992), “Linking the worlds of work and family: beyond the
productivity trap”, Human Resource Management, Vol. 31 No. 3, pp. 209 - 226.
Gostick, A. and Elton, C. (2007), The carrot principle: how the best managers use recognition to engage their people, retain talent, and accelerate performance, Simon and Schuster.
Gregory, J.B. and Levy, P.E. (2010), “Employee coaching relationships: enhancing construct clarity and measurement”, Coaching: An International Journal of Theory, Research and Practice, Vol. 3 No. 2, pp. 109 - 123.
Griffin, R.W., Bateman, T.S., Cooper, C.L. and Robertson, I. (1986), Job satisfaction and organizational commitment, Lawrence Erlbaum Associates Publishers, Australia.
Hair, J.F., Black, W.C., Babin, B.J. and Anderson, R.E. (2009), Multivariate data analysis, 7th Edition, Pearson Prentice Hall, Upper Saddle River.
Hanaysha, J. (2016), “Testing the effects of employee engagement, work environment, and organizational learning on organizational commitment”, Procedia-Social and Behavioral Sciences, Vol. 229, pp. 289 - 297.
Harter, J.K., Schmidt, F.L. and Hayes, T.L. (2002), “Business unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta analysis”, Journal of Applied Psychology, Vol. 87 No. 2, pp. 268 - 279.
Hays, D.W. (2014), “Examining differences between millennial and all employee levels of job satisfaction and importance and satisfaction with the immediate supervisor relationship”, International Journal of Management Studies and Research, Vol. 2 No. 8, pp. 1 - 7.
Huselid, M.A. (1995), “The impact of human resource management practices on turnover, productivity, and corporate financial performance”, Academy of Management Journal, Vol. 38 No. 3, pp. 635 - 672.
Kamerman, S.B. and Kahn, A.J. (1987), “Universalism and income testing in family policy: new perspectives on an old debate”, Social Work, Vol. 32 No. 4, pp. 277 - 280.
Krishnan, R. and Ismail, I.R. (2012), “The mediating role of work engagement in the relationship between job autonomy and citizenship performance”, Proceedings of 19th International Business Research Conference, World Business Institute, Australia.
Kyko, O.C. (2005), “Instrumentation: know yourself and others”, New York: Longman, Vol. 31 No. 1, pp. 4 - 8.
Lee, T.W. and Mitchell, T.R. (1991), “The unfolding effects of organizational commitment and anticipated job satisfaction on voluntary employee turnover”, Motivation and Emotion, Vol. 15 No. 1, pp. 99 - 121.
Leibowitz, Z.B., Kaye, B.L., Farren, C. and Kaye, B.L. (1986), Designing career development systems, Pfeiffer Publishers.
Lockwood, N.R. (2007), “Leveraging employee engagement for competitive advantage”, Society for Human Resource Management, Vol. 52 No. 3, pp. 1 - 11.
Luddy, N. (2005), Job satisfaction amongst employees at a public health institution in the Western Cape, Doctoral dissertation, University of the Western Cape, Cape Town.
Macey, W.H. and Schneider, B. (2008), “The meaning of employee engagement”, Industrial and Organizational Psychology, Vol. 1 No. 1, pp. 3 - 30.
Maslow, A.H. (1943), “A theory of human motivation”, Psychological Review, Vol. 50, pp. 370 - 396.
Meyer, J.P. and Allen, N.J. (1991), “A three-component conceptualization of organizational commitment”, Human Resource Management Review, Vol. 1 No. 1, pp. 61 - 89.
Meyer, J.P., Becker, T.E. and Vandenberghe, C. (2004), “Employee commitment and motivation: a conceptual analysis and integrative model”, Journal of Applied Psychology, Vol. 89 No. 6, pp. 991 - 998.
Mowday, R.T., Koberg, C.S. and McArthur, A.W. (1984), “The psychology of the withdrawal process: a cross-validation test of Mobley's intermediate linkages model of turnover in two samples”, Academy of Management Journal, Vol. 27 No. 1, pp. 79 - 94.
Mowday, R.T., Steers, R.M. and Porter, L.W. (1979), “The measurement of organizational commitment”, Journal of Vocational Behavior, Vol. 14 No. 2, pp. 224 - 247.
Muhammad, A.H. (2014), “Perceived organizational support and organizational citizenship behavior: the case of Kuwait”, International Journal of Business Administration, Vol. 5 No. 3, pp. 59 - 73.
Nguyen, H.N. and Mohamed, S. (2009), “Examination of the relationships among leadership styles, organisational culture and knowledge management practices”, in Collaboration and Integration in Engineering, Management and Technology (Proceedings of 5th International Conference on Construction in 21st Century, pp. 1027 - 1034.
Nordhaug, O. (1989), “Reward functions of personnel training”, Human Relations, Vol. 42 No. 5, pp. 373 - 388.
O'Reilly, C. (1989), “Corporations, culture, and commitment: motivation and social control in organizations”, California Management Review, Vol. 31 No. 4, pp. 9 - 25.
O'Reilly, C.A and Chatman, J. (1986), “Organizational commitment and psychological attachment: the effects of compliance, identification, and internalization on prosocial behavior”, Journal of Applied Psychology, Vol. 71 No. 3, pp. 492 - 507.
Paul, A.K. and Anantharaman, R.N. (2004), “Influence of HRM practices on organizational commitment: a study among software professionals in India”, Human Resource Development Quarterly, Vol. 15 No. 1, pp. 77 - 88.
Perry-Smith, J.E. and Blum, T.C. (2000), “Work-family human resource bundles and perceived organizational performance”, Academy of Management Journal, Vol. 43 No. 6, pp. 1107 - 1117.
Pham, H.L. (2011), Affecting factors of organizational commitment of employees at Khanhhoa Tourism Company, Economic Thesis, Nhatrang University.
Quader, K. and Jin, S. (2011), Managing selection and retention of employees: a case study on Länsförsäkringar Bergslagen, School of Sustainable Development of Society and Technology.
Raziq, A. and Maulabakhsh, R. (2015), “Impact of working environment on job satisfaction”, Procedia Economics and Finance, Vol. 23, pp. 717 - 725.
Robbins, S.P. and Judge, T. (2021), Essentials of organizational behavior, 15th Edition, Pearson Education.
Robinson, S.L. and Rousseau, D.M. (1994), "Violating the psychological contract: not the exception but the norm”, Journal of Organizational Behavior, Vol. 15 No. 3, pp. 245 - 259.
Rynes, S.L., Colbert, A.E. and Brown, K.G. (2002), “HR professionals' beliefs about effective human resource practices: correspondence between research and practice”, Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and Alliance with the Society of Human Resources Management, Vol. 41 No. 2, pp. 149 - 174.
Sarvadi, P. (2005), “The best way to reward employees. Solutions for growing Business”, Available at www.entrepreneur.com (Accessed 26 March, 2021).
Saks, A. (2008), “The meaning and bleeding of employee engagement: how muddy is the water?”,
Industrial and Organizational Psychology, Vol. 1 No. 1, pp. 40 - 43.
Sousa-Poza, A. and Sousa-Poza, A.A. (2000), “Well-being at work: a cross-national analysis of the levels and determinants of job satisfaction”, The Journal Of Socio-Economics, Vol. 29 No. 6, pp. 517 - 538.
Steers, R.M. (1977), “Antecedents and outcomes of organizational commitment”, Administrative Science Quarterly, Vol. 22 No. 1, pp. 46 - 56.
Swailes, S. (2002), “Organizational commitment: a critique of the construct and measures”, International Journal of Management Reviews, Vol. 4 No. 2, pp. 155 - 178.
Tett, R.P. and Meyer, J.P. (1993), “Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta‐analytic findings”, Personnel Psychology, Vol. 46 No. 2, pp. 259 - 293.
Vance, R.E. (2006), Employee engagement and commitment: a guide to understanding, measuring and increasing engagement in your organization, SHRM Foundation.
Wiener, Y. and Vardi, Y. (1980), “Relationships between job, organization, and career commitments and work outcomes - An integrative approach”, Organizational Behavior and Human Performance, Vol. 26 No. 1, pp. 81 - 96.
Williams, L.J. and Anderson, S.E. (1991), “Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors”, Journal of Management, Vol. 17 No. 3, pp. 601 - 617.
Zahra, S.A. (1984), “Antecedents and consequences of organizational commitment-an integrative approach”, Akron Business and Economic Review, Vol. 15 No. 3, pp. 26 - 32.