The Influence of Identity Faultlines on Employees’ Team Commitment: the Moderating Role of Inclusive Leadership and Team Identification-Reference-Cited by-同舟云学术

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The Influence of Identity Faultlines on Employees’ Team Commitment: the Moderating Role of Inclusive Leadership and Team Identification

Published:2022-02-22 Issue:6 Volume:37 Page:1299-1311
ISSN:0889-3268
Container-title:Journal of Business and Psychology
language:en
Short-container-title:J Bus Psychol

Author:

Qi Meng,Liu Ziwei,Kong Yuxin,Yang Zaoli

Publisher

Springer Science and Business Media LLC

Subject

General Psychology,Applied Psychology,General Business, Management and Accounting,Business and International Management

Link

https://link.springer.com/content/pdf/10.1007/s10869-022-09802-6.pdf

Reference86 articles.

1. Allen, N. J., & Meyer, J. P. 1(1990). The measurement and antecedents of affective, and normative commitment. Journal Occupational Psychology, 63, 1–18.

2. Ashforth, B. E. (2001). Role transitions in organizational life: An identity-based perspective. Lawrence Erlbaum.

3. Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14, 20–39.

4. Bartels, J., Pruyn, A., & Joustra, J. I. (2010). Multiple organizational identification levels and the impact of perceived external prestige and communication climate. Journal of Organizational Behavior, 28(2), 173–190.

5. Bezrukova, K., Jehn, K. A., Zanutto, E. L., & Thatcher, S. M. B. (2009). Do workgroup faultlines help or hurt? A moderated model of faultlines, team identification, and group performance. Organization Science, 20(1), 35–50.

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