Affective and normative commitment to organization, supervisor, and coworkers: Do collectivist values matter?

[1]  H. Triandis.  Individualism and Collectivism , 2018 .

[2]  Rick D. Hackett,et al.  Individual-Level Cultural Values as Moderators of Perceived Organizational Support–Employee Outcome Relationships in China: Comparing the Effects of Power Distance and Traditionality , 2007 .

[3]  Paul E. Spector,et al.  Cross-National Job Stress: A Quantitative and Qualitative Study , 2007 .

[4]  E. Snape,et al.  Evaluating the multi-dimensional view of employee commitment: a comparative UK–Chinese study , 2006 .

[5]  E. Snape,et al.  Multiple Commitments in the Chinese Context: Testing Compatibility, Cultural, and Moderating Hypotheses. , 2006 .

[6]  E. Imamoğlu,et al.  Self-construals and values in different cultural and socioeconomic contexts. , 2004, Genetic, social, and general psychology monographs.

[7]  C. Vandenberghe,et al.  Affective commitment to the organization, supervisor, and work group: Antecedents and outcomes , 2004 .

[8]  Tahira M. Probst,et al.  Development and validation of the Job Security Index and the Job Security Satisfaction scale: A classical test theory and IRT approach , 2003 .

[9]  Thomas E. Becker,et al.  Matching Commitment to Supervisors and Organizations to In-Role and Extra-Role Performance , 2003 .

[10]  B. Cheng,et al.  Organizational commitment, supervisory commitment, and employee outcomes in the Chinese context: proximal hypothesis or global hypothesis? , 2003 .

[11]  Bryan S. Schaffer,et al.  A Review of Cross-Cultural Methodologies for Organizational Research: A Best- Practices Approach , 2003 .

[12]  C. Vandenberghe,et al.  Organization-, supervisor-, and workgroup-directed commitments and citizenship behaviours: A comparison of models , 2002 .

[13]  Anne S. Tsui,et al.  Loyalty to supervisor vs. organizational commitment: Relationships to employee performance in China. , 2002 .

[14]  John P. Meyer,et al.  AFFECTIVE, CONTINUANCE, AND NORMATIVE COMMITMENT TO THE ORGANIZATION: A META-ANALYSIS OF ANTECEDENTS, CORRELATES, AND CONSEQUENCES , 2002 .

[15]  R. Eisenberger,et al.  Perceived organizational support: a review of the literature. , 2002, The Journal of applied psychology.

[16]  Florence Stinglhamber,et al.  An Examination of the Cross-Cultural Validity of a Multidimensional Model of Commitment in Europe , 2001 .

[17]  Joseph J. Martocchio,et al.  Empowerment and continuous improvement in the United States, Mexico, Poland, and India: predicting fit on the basis of the dimensions of power distance and individualism. , 2000, The Journal of applied psychology.

[18]  Jonathan A. Rhoades,et al.  The empowering leadership questionnaire: the construction and validation of a new scale for measuring leader behaviors , 2000 .

[19]  Jon P. Howell,et al.  Does Cultural Socialization Predict Multiple Bases and Foci of Commitment , 2000 .

[20]  C. Mueller,et al.  Commitment to nested organizational units : Some basic principles and preliminary findings , 1999 .

[21]  R. Nisbett,et al.  Validity problems comparing values across cultures and possible solutions. , 1997 .

[22]  John P. Meyer,et al.  Commitment in the Workplace: Theory, Research, and Application , 1997 .

[23]  Daniel M. Eveleth,et al.  Foci And Bases Of Employee Commitment: Implications For Job Performance , 1996 .

[24]  Timothy R. Hinkin.  A Review of Scale Development Practices in the Study of Organizations , 1995 .

[25]  M. Gelfand,et al.  Horizontal and Vertical Dimensions of Individualism and Collectivism: A Theoretical and Measurement Refinement , 1995 .

[26]  Daniel J. McAllister.  Affect- and Cognition-Based Trust as Foundations for Interpersonal Cooperation in Organizations , 1995 .

[27]  S. Wayne,et al.  The Effects of Leader-Member Exchange on Employee Citizenship and Impression Management Behavior , 1993 .

[28]  Thomas E. Becker,et al.  Profiles of commitment: An empirical test , 1993 .

[29]  E. Lawler.  Affective Attachments to Nested Groups: A Choice-Process Theory , 1992 .

[30]  Charles L. Hulin,et al.  General attitudes and organizational withdrawal: An evaluation of a causal model , 1991 .

[31]  John P. Meyer,et al.  A three-component conceptualization of organizational commitment , 1991 .

[32]  Charles L. Hulin,et al.  Job Attitudes and Organizational Withdrawal: An Examination of Retirement and Other Voluntary Withdrawal Behaviors. , 1990 .

[33]  M. Roznowski,et al.  Examination of the measurement properties of the job descriptive index with experimental items , 1989 .

[34]  Arnon E. Reichers,et al.  A review and reconceptualization of organizational commitment. , 1985, Academy of management review. Academy of Management.

[35]  I. Ajzen,et al.  Belief, Attitude, Intention, and Behavior: An Introduction to Theory and Research , 1977 .

[36]  S. Eser,et al.  Antecedents of Trust across Hierarchical and Geographical Positions , 2007 .

[37]  J. Sanchez-Burks.  Protestant Relational Ideology: The cognitive underpinnings and organizational implications of an American anomaly. , 2004 .

[38]  C. Dowden,et al.  Predicting work-related stress in correctional officers: A meta-analysis. , 2004 .

[39]  M. Gelfand,et al.  Converging measurement of horizontal and vertical individualism and collectivism , 1998 .

[40]  S. A. Wasti,et al.  Cultural barriers in the transferability of Japanese and American human resources practices to developing countries: the Turkish case , 1998 .