Affective, continuance, and normative commitment to the organization: a meta-analysis of antecedents, correlates, and consequences

The biggest challenge in fostering a virtual community is the supply of knowledge, namely the willingness to snare Knowledge with other members. This paper integrates the Social Cognitive Theory and the Social Capital Theory to construct a model for investigating the motivations behind people's knowledge sharing in virtual communities. The study holds that the facets of social capital -- social interaction ties, trust, norm of reciprocity, identification, shared vision and shared language -- will influence individuals' knowledge sharing in virtual communities. We also argue that outcome expectations -- community-related outcome expectations and personal outcome expectations -- can engender knowledge sharing in virtual communities. Data collected from 310 members of one professional virtual community provide support for the proposed model. The results help in identifying the motivation underlying individuals' knowledge sharing behavior in professional virtual communities. The implications for theory and practice and future research directions are discussed.

http://idea-space.eu:19001/up/515486f5131ebee688cdd8b0d435af0f.pdf

Understanding knowledge sharing in virtual communities: an integration of social capital and social cognitive theories

The trust literature distinguishes trustworthiness (the ability, benevolence, and integrity of a trustee) and trust propensity (a dispositional willingness to rely on others) from trust (the intention to accept vulnerability to a trustee based on positive expectations of his or her actions). Although this distinction has clarified some confusion in the literature, it remains unclear (a) which trust antecedents have the strongest relationships with trust and (b) whether trust fully mediates the effects of trustworthiness and trust propensity on behavioral outcomes. Our meta-analysis of 132 independent samples summarized the relationships between the trust variables and both risk taking and job performance (task performance, citizenship behavior, counterproductive behavior). Meta-analytic structural equation modeling supported a partial mediation model wherein trustworthiness and trust propensity explained incremental variance in the behavioral outcomes when trust was controlled. Further analyses revealed that the trustworthiness dimensions also predicted affective commitment, which had unique relationships with the outcomes when controlling for trust. These results generalized across different types of trust measures (i.e., positive expectations measures, willingness-to-be-vulnerable measures, and direct measures) and different trust referents (i.e., leaders, coworkers).

/pdf/trust-trustworthiness-and-trust-propensity-a-meta-analytic-3lspuv5g37.pdf

Trust, trustworthiness, and trust propensity: A meta-analytic test of their unique relationships with risk taking and job performance.

We investigate two key group-level determinants of virtual community participation - group norms and social identity - and consider their motivational antecedents and mediators. We also introduce a marketing-relevant typology to conceptualize virtual communities, based on the distinction between network-based, and small-group-based virtual communities. Our survey-based study, which was conducted across a broad range of virtual communities, supports the proposed model, and finds further that virtual community type moderates consumers' reasons for participating, as well as the strengths of their impact on group norms and social identity. We conclude with a consideration of managerial and research implications of the findings.

https://papers.ssrn.com/sol3/Delivery.cfm/SSRN_ID534523_code107512.pdf?abstractid=534523&mirid=1&type=2

A Social Influence Model of Consumer Participation in Network- and Small-Group-Based Virtual Communities

A meta-analytic review of work–family conflict and its antecedents ☆

Commitment in the workplace: toward a general model

Three studies were conducted to test the application of a three-component model of workplace commitment (J. P. Meyer & N. J. Allen, 1991: J. P. Meyer & L. Herscovitch, 2001) in the context of employee commitment to organizational change. Study 1, conducted with 224 university students, provided preliminary evidence for the validity of newly developed Affective, Continuance, and Normative Commitment to Change Scales. Studies 2 and 3, conducted with hospital nurses (N = 157 and 108, respectively), provided further support for the validity of the three Commitment to Change Scales, and demonstrated that (a) commitment to a change is a better predictor of behavioral support for a change than is organizational commitment, (b) affective and normative commitment to a change are associated with higher levels of support than is continuance commitment, and (c) the components of commitment combine to predict behavior.

Lynne Herscovitch

Papers

Affective, continuance, and normative commitment to the organization: a meta-analysis of antecedents, correlates, and consequences

Commitment in the workplace: toward a general model

Commitment to organizational change: extension of a three-component model.