Donna M. Randall

TL;DR: In this paper, the authors summarize empirical evidence about the relationship between organizational commitment and work outcomes and examine the effect of methodological decisions on the OC-work outcome relationship, concluding that the overall empirical relationship between OC and outcome variables is generally weak, but positive.

TL;DR: The potential positive and negative consequences of varying levels of commitment both for employees and for the organization are discussed in this paper, where it is argued that high levels of committed commitment to the organization may have severe negative consequences for individuals within the organization and for organizations themselves.

TL;DR: In this paper, the authors explored the relationship between time and the intention-behaviour (I-B) correlation in Fishbein and Ajzen's intention-behavior models and explored self-reported behaviours, how intention is measured, and type of behaviour as moderators to this relationship.

TL;DR: The complexity of the organizational commitment construct and respondent-generated behavioral manifestations of the job attitude are explored within the context of an empirical study as mentioned in this paper, revealing that each dimension of commitment relates differently to work outcomes and that none of the dimensions is able to predict the commonly studied presence behaviors (absenteeism and tardiness).

TL;DR: In this paper, the authors explore the role of soutien in l'explication de l'implication dans le poste de travail and de de two formes d'engagement dans l'organisation (engagement affectif and engagement dans la duree).