Abstract
The Influence of Corporate Reputation on Affective Organizational Commitment: The Role of Value Congruence as Mediator
Highlights
Value Congruence The significance of having organizational members whose psychological attachment is based on more than simple compliance has recently been highlighted by Smith, Organ, and Near (1983) in a study of organizational citizenship behavior
Organizational commitment, which is a combination of loyalty and organizational concepts, is the desire of employee to believe in the goals and values of organization, to make efforts to realize the aims of the organization, to remain as a member of the organization (Roberts & Dowling, 1997)
There is a positive relationship between perceived corporate reputation and value congruence
Summary
Value Congruence The significance of having organizational members whose psychological attachment is based on more than simple compliance has recently been highlighted by Smith, Organ, and Near (1983) in a study of organizational citizenship behavior. The influential culture, which is formed, constitutes a great workforce with organizational commitment, affective commitment. Increasing these characteristics within the organization brings about an increase in organizational citizenship behavior (Hong & Yang, 2009). The researches show that employees with high organizational commitment are more involved in carrying out their duties; they stay longer in the organization and have positive relations with the organization (Huber, Northcraft, & Neale, 1990). The positive relationship between perceived corporate reputation and affective organizational commitment is mediated by value congruence
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