The interactive effect of collectivism and organizational rewards on affective organizational commitment

The interactive effect of collectivism and organizational rewards on affective organizational... Purpose – The purpose of this paper is to develop an interactionist framework for examining how the cultural dimension of collectivism interacts with workplace attributes to influence organizational commitment. Design/methodology/approach – These issues are studied by using a longitudinal survey to examine the development of affective organizational commitment by a racially diverse set of young professionals in the USA. Findings – Consistent with predictions, results showed a significant two‐way interaction between the cultural dimension of collectivism and organizational rewards on employees’ commitment. Research limitations/implications – These results suggest that research may benefit from the development of theory that simultaneously considers the role that workplace attributes and cultural values play in shaping organizational commitment. Practical implications – The findings of this study suggest that organizations may increase existing employees’ commitment by strategically managing the types of rewards they provide to employees with different cultural values. Originality/value – While an extensive amount of research has been conducted on affective organizational commitment, the question of whether employees’ cultural values influence commitment formation is still largely unanswered. Thus, this study provides initial evidence on the interactive effect of culture and rewards on the formation of employee commitment. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Cross Cultural Management: An International Journal Emerald Publishing

The interactive effect of collectivism and organizational rewards on affective organizational commitment

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Publisher
Emerald Publishing
Copyright
Copyright © 2009 Emerald Group Publishing Limited. All rights reserved.
ISSN
1352-7606
DOI
10.1108/13527600910930022
Publisher site
See Article on Publisher Site

Abstract

Purpose – The purpose of this paper is to develop an interactionist framework for examining how the cultural dimension of collectivism interacts with workplace attributes to influence organizational commitment. Design/methodology/approach – These issues are studied by using a longitudinal survey to examine the development of affective organizational commitment by a racially diverse set of young professionals in the USA. Findings – Consistent with predictions, results showed a significant two‐way interaction between the cultural dimension of collectivism and organizational rewards on employees’ commitment. Research limitations/implications – These results suggest that research may benefit from the development of theory that simultaneously considers the role that workplace attributes and cultural values play in shaping organizational commitment. Practical implications – The findings of this study suggest that organizations may increase existing employees’ commitment by strategically managing the types of rewards they provide to employees with different cultural values. Originality/value – While an extensive amount of research has been conducted on affective organizational commitment, the question of whether employees’ cultural values influence commitment formation is still largely unanswered. Thus, this study provides initial evidence on the interactive effect of culture and rewards on the formation of employee commitment.

Journal

Cross Cultural Management: An International JournalEmerald Publishing

Published: Feb 6, 2009

Keywords: Collectivism; Organizational culture; Workplace; Job satisfaction; Employee attitudes; United States of America

References

  • Do people make the place? An examination of the attraction‐selection‐attrition hypothesis
    Bretz, R.D.; Ash, R.A.; Dreher, G.F.
  • Collectivistic orientation in teams: an individual and group‐level analysis
    Eby, L.T.; Dobbins, G.H.
  • Individual and group determinants of employee absenteeism: test of a causal model,
    Gellatly, I.R.
  • The relationship between acculturation, individualism/collectivism, and job attribute preferences for Hispanic MBAs
    Gomez, C.
  • The effects of job complexity and autonomy on cohesiveness in collectivistic and individualistic work groups: a cross‐cultural analysis
    Man, D.C.; Lam, S.S.K.
  • Examination of the combined effects of work values and early work experiences on organizational commitment
    Meyer, J.P.; Irving, P.G.; Allen, N.J.
  • Organizational commitment, turnover and absenteeism: an examination of direct and interaction effects
    Somers, M.J.
  • Race and race theory
    Winant, H.

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