Collectivism in Action: Its Moderating Effects on the Relationship between Organizational Commitment and Employee Performance in China

Anne Marie Francesco; Zhen Xiong Chen

doi:10.1177/1059601103257423

Collectivism in Action: Its Moderating Effects on the Relationship between Organizational Commitment and Employee Performance in China

Anne Marie Francesco, Zhen Xiong Chen

Research output: Contribution to journal › Journal article › peer-review

73 Citations (Scopus)

Abstract

This study explores the role of collectivism as a moderator of the relationship between organizational commitment (OC) and employee performance in a Chinese setting. The relationships between OC and both in-role and extra role performance were found to be weaker for collectivists. These weaker relationships were thought to be because of feelings of obligation to the organization that may have been aroused in collectivists who considered the organization as an in-group. Limitations of the study, directions for future research, and implications of the findings are discussed.

Original language	English
Pages (from-to)	425-441
Number of pages	17
Journal	Group and Organization Management
Volume	29
Issue number	4
DOIs	https://doi.org/10.1177/1059601103257423
Publication status	Published - Aug 2004

Scopus Subject Areas

Arts and Humanities (miscellaneous)
Applied Psychology
Organizational Behavior and Human Resource Management

User-Defined Keywords

Collectivism
Organizational commitment
Performance
People's Republic of China

UN SDGs

This output contributes to the following UN Sustainable Development Goals (SDGs)

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10.1177/1059601103257423

Cite this

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title = "Collectivism in Action: Its Moderating Effects on the Relationship between Organizational Commitment and Employee Performance in China",

abstract = "This study explores the role of collectivism as a moderator of the relationship between organizational commitment (OC) and employee performance in a Chinese setting. The relationships between OC and both in-role and extra role performance were found to be weaker for collectivists. These weaker relationships were thought to be because of feelings of obligation to the organization that may have been aroused in collectivists who considered the organization as an in-group. Limitations of the study, directions for future research, and implications of the findings are discussed.",

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AB - This study explores the role of collectivism as a moderator of the relationship between organizational commitment (OC) and employee performance in a Chinese setting. The relationships between OC and both in-role and extra role performance were found to be weaker for collectivists. These weaker relationships were thought to be because of feelings of obligation to the organization that may have been aroused in collectivists who considered the organization as an in-group. Limitations of the study, directions for future research, and implications of the findings are discussed.

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Collectivism in Action: Its Moderating Effects on the Relationship between Organizational Commitment and Employee Performance in China

Abstract

Scopus Subject Areas

User-Defined Keywords

UN SDGs

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