Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences
verifiedrich profile · Journal of Vocational Behavior · 2002
Meyer, John P.; Stanley, David J.; Herscovitch, Lynne; Topolnytsky, Laryssa
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
organizational commitment → turnover intention
affective commitment → job satisfaction
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
affective commitment correlates job satisfaction
affective commitment predicts turnover intention
organizational commitment correlates turnover intention
organizational commitment predicts turnover intention
What the literature says about it
Attributed, open-access quotes from other works that cite this article, plus the citation-graph verdict tally. Corroborations and disputes, in one place — the honest-broker view.
supports “In a meta-analysis, Meyer et al. (2002) found a strong relationship between overall job satisfaction and affective commitment.”
supports “Research by (Meyer et al., 2002) found that organizational attention and job satisfaction contribute significantly to affective commitment.”
supports “Enhancing organizational commitment among Millennial employees can lead to higher levels of job satisfaction, reduced turnover intentions, and improved institutional performance (Allen & Meyer, 1996; Meyer, Stanley, & Vandenberg, 2013).”
supports “In particular, the employee obtains remote e-working and e-HRM practices and develops commitment to the organization in a relationship of reciprocal exchange (Meyer et al., 2002), leading to organizationally relevant behaviors (Hoq, 2021) and the intention to stay (Devananda & Onahring, 2019).”
supports “In addition, affective commitment has been found to be an important predictor of turnover intention (Brunetto et al., 2013; Flinkman et al., 2008; Meyer et al., 2002; Perreira et al., 2018; Stinglhamber et al., 2002).”
supports “This study also found that organizational commitment can increase organizational citizenship behavior while decreasing turnover intentions, further supporting the findings from previous literature (Devece et al., 2016; Meyer et al., 2002; Rupp et al., 2013; Vlachos et al., 2014; Wagner, 2007).”
supports “…extensively in the management literature due to its relationships with various important individual-level outcomes such as job performance (e.g. Meyer et al ., 2002) and turnover intention (e.g. Poon, 2012) as well as organizational-level outcomes such as firm performance (e.g. Gong et al .,…”
supports “Research indicates that organizational commitment is a crucial determinant of various positive workplace outcomes, including reduced turnover intentions, increased job performance, and higher levels of discretionary behavior (Meyer et al., 2002).”
supports “Research has revealed that the association between job performance and job satisfaction is mediated by affective commitment (Meyer et al., 2002; Rhoades & Eisenberger, 2002).”
Ancillary research
Neighbouring works in the citation graph around this article.
- 10.1080/23311975.2023.2267811
- 10.23969/jrbm.v16i2.8466
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- 10.1080/23311975.2022.2153546
- 10.1016/j.ijnsa.2023.100137
- 10.51386/25815946/ijsms-v7i4p101
- 10.55214/25768484.v8i4.1590
- 10.1186/s40691-023-00353-9
- 10.1108/ejms-02-2024-0016
- 10.46799/ijssr.v4i8.873
- 10.2139/ssrn.4623055
- 10.31098/orcadev.v3i2.2683
Assembled from Principia’s registry — bibliographic record, extracted effect sizes, the models they inform, and open-access citing literature.