ORGANIZATIONAL COMMITMENT, HUMAN RESOURCE PRACTICES, AND ORGANIZATIONAL CHARACTERISTICS

Organizational commitment persists as a primary variable ot interest in studies of employment, organizations, and allied fields. The ArticleFirst database reveals 202 article and abstract titles referencing "organizational commitment" in scholarly sources published between 2001 and 2004, and organizational commitment remains a perennial topic for management scholars (e.g., Hammer and Avgar, 2005; Jandeska and Kraimer, 2005; Payne and Huffman, 2005). Commitment has been studied by many because it is believed to affect organizational performance. For example, a primary aspect of organizational commitment is extrarole behavior. Organizations generally value the initiative and conscientiousness that such contri-

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[13]  Tanuja Agarwala.  Innovative human resource practices and organizational commitment: an empirical investigation , 2003 .

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[17]  J. Mathieu,et al.  A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment , 1990 .

[18]  Paul Osterman,et al.  Work Family Programs and the Employment Relationship , 1995 .

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[20]  Brooks C. Holtom,et al.  The influence of motivation to attend, ability to attend, and organizational commitment on different types of absence behaviors. , 2002 .

[21]  Jean E. Wallace.  Organizational and Professional Commitment in Professional and Nonprofessional Organizations , 1995 .

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

[26]  David Knoke,et al.  Organizations in America : analyzing their structures and human resource practices , 1997 .