HIGHLIGHTS
SUMMARY
Due to changes generated by economic uncertainty, ongoing globalization, digitalization, and greater mobility on the part of younger generations of employees, the development of affective commitment has become essential in every organization (Cohen, 2007; Fornes et_al, 2008; Morrow, 2011; Mercurio, 2015). All three components are vital for a complex image of organizational commitment; however, according to the latest studies and meta-analyzes, affective commitment demonstrates the strongest connections to various organizational psychology variables, for example, absence, fluctuation, performance, organizational citizenship behaviors, and additional workload (Cooper-Hakim and Viswesvaran, 2005; Solinger et_al, 2008; Chordiya et_al . . .
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