Abstract
With increased market competition, organizations have devoted much effort to retaining talented employees. As a consequence, a considerable amount of research attention has
been paid to investigating an employee’s willingness to remain within a particular working environment through the lens of the three-dimensional organizational commitment framework (i.e.
affective, continuance, and normative commitment). Unfortunately, little is known about factors
contributing to the formation of employee normative commitment. Thus, we seek to develop a
theoretical model describing how employees’ normative commitment may be affected by receipt of
helping behavior, the norm of reciprocity, team-member exchange, and individualism/collectivism.
In particular, we propose that the degree of helping behavior received by an employee increases the
employee’s normative commitment through the norm of reciprocity. Additionally, we posit that
team-member exchange and individual/collectivism moderate the relationship between the degree of
helping behavior that an employee receives and normative commitment formed by the employee.
By exploring these relationships, our theoretical model provides important insights into effective
management of normative commitment
Katelin Barron, Shih Yung Chou. (2016) Developing Normative Commitment as a Consequence of Receiving Help - The Moderated Mediating Roles of Team-Member Exchange and Individualism/Collectivism: A Multi-level Model, Journal of Management Sciences, Volume 3, Issue 2.
-
Views
1046 -
Downloads
81
