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P. Morrow (1993)
The theory and measurement of work commitment
Other sources of learning included in the question are
Jean Wallace (1995)
Organizational and Professional Commitment in Professional and Nonprofessional OrganizationsAdministrative Science Quarterly, 40
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The primary purpose of the project was to examine the way customer services were delivered and complex work tasks were undertaken and organized in advanced service sectors
P. Cappelli (1999)
The new deal at work
M. Alvesson (2000)
Social Indentity And The Problem of Loyalty In Knowledge‐Intensive CompaniesJournal of Management Studies, 37
Jean Wallace (1993)
Professional and Organizational Commitment: Compatible or Incompatible?Journal of Vocational Behavior, 42
(1995)
‘Organizational commitment and service delivery: evidence from an industrial setting in the U.K.’
The other four types of skills are
M. Reed (1996)
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Kamran Baig (2003)
An act of creationBMJ : British Medical Journal, 326
(1993)
Men and Women of the Corporation (2nd edition)
Jean Wallace (1995)
Corporatist Control and Organizational Commitment among Professionals: The Case of Lawyers Working in Law FirmsSocial Forces, 73
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J. McCloskey, B. McCain (1987)
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The 14 job aspects are
D. Gallie, M. White, Yuan Cheng, M. Tomlinson (1998)
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Expertise and Innovations
H. Scarbrough (1996)
Understanding and managing expertise
Sandee Bybee-Lovering (1999)
Commitment in the workplace
Thomas Becker, R. Billings, Daniel Eveleth, Nicole Gilbert (1996)
Foci And Bases Of Employee Commitment: Implications For Job PerformanceAcademy of Management Journal, 39
L. Daniels (1979)
The New ProfessionalsChange: The Magazine of Higher Learning, 11
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‘Negotiating the “see-saw” of managerial strategy: a resurrection of the study of professionals in organizational theory’
G. Causer, Carol Jones (1996)
Management and the Control of Technical LabourWork Employment & Society, 10
F. Blackler, M. Reed, A. Whitaker (1993)
EDITORIAL INTRODUCTION: KNOWLEDGE WORKERS AND CONTEMPORARY ORGANIZATIONSJournal of Management Studies, 30
R. Quinn, L. Shepard (1974)
The 1972-73 quality of employment survey: Descriptive statistics, with comparison data from the 1969-70 survey of working conditions.
F. Carré (2000)
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H. Gunz, S. Gunz (1994)
Professional/Organizational Commitment and Job Satisfaction for Employed LawyersHuman Relations, 47
J. Raelin (1986)
The clash of cultures: Managers and professionals
E. Locke (1976)
The nature and causes of job satisfaction
(1991)
‘The future of professions: occupation and expertise in the age of orga-nization’
H. Angle, M. Lawson (1994)
Organizational Commitment and Employees' Performance Ratings: Both Type of Commitment and Type of Performance CountPsychological Reports, 75
D. Bell (1973)
The Coming of the Post-Industrial SocietyThe Educational Forum, 40
(1993)
Discretionary Effort and the Organization of Work, Employee Participation and Work Reform since Hawthorne
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H. Heneman (1974)
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J. Mathieu, Dennis Zajac (1990)
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P. Drucker (1993)
Post-Capitalist Society
Favourable relationships between team members were negatively affected when the annual bonus payments were decided. Employees reported in
A. Clark (1996)
Job Satisfaction in BritainBritish Journal of Industrial Relations, 34
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The issue of employee loyalty to the organization was addressed by Lincoln and Kalleberg
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(1991)
Culture, Control and Commitment
Previous discussion of knowledge work and workers tends to overlook the importance of contextual knowledge in shaping the organizational form of knowledge workers who are employees in large corporations. This paper proposes a model to understand the way knowledge base and organizational form are related to the work commitment, effort and job satisfaction of knowledge workers. The model is derived from (1) a critical examination of the market model of knowledge work organization, and (2) the results of empirical research conducted in two large corporations. We argue that contextual knowledge is important in the relationships between the corporation and knowledge workers. A dualistic model and an enclave organizational form are suggested to examine the relationships between the commitment, work effort and job satisfaction of knowledge workers. We noted from our empirical cases that enclave‐like work teams enhanced the expertise and job autonomy of knowledge workers vis‐à‐vis management. These work teams together with the performance‐based pay system, however, led to unmet job expectations including limited employee influence over decision‐making and careers, and communication gaps with senior management. Under these circumstances, and in contrast to the impact of occupational commitment, organizational commitment did not contribute to work effort. The study highlights the importance of management’s strategy in shaping the organizational form of knowledge work. The paper concludes by noting general implications of our study for the management of expertise and for further research.
Journal of Management Studies – Wiley
Published: Sep 1, 2002
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