Relationship between diversification of place of work and organizational commitment
Author:
Affiliation:
1. Graduate School of Economics, the University of Tokyo
Publisher
Global Business Research Center
Link
https://www.jstage.jst.go.jp/article/abas/23/1/23_0231225a/_pdf
Reference12 articles.
1. Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. 10.1111/j.2044-8325.1990.tb00506.x
2. Allen, T. D., Golden, T. D., & Shockley, K. M. (2015). How effective is telecommuting? Assessing the status of our scientific findings. Psychological Science in the Public Interest, 16(2), 40–68. 10.1177/1529100615593273
3. Cristea, I. C., & Leonardi, P. M. (2019). Get noticed and die trying: Signals, sacrifice, and the production of face time in distributed work. Organization Science, 30(3), 552–572. 10.1287/orsc.2018.1265
4. Duffy, K., & Hays, K. (2022, November). Read the 2:30 a.m. email Elon Musk sent to staff, his first, announcing the end of remote working at Twitter. Business Insider. Retrieved from https://www.businessinsider.com/elon-musk-email-ends-remote-work-twitter-staff-office-2022-11
5. Elsbach, K. D., Cable, D. M., & Sherman, J. W. (2010). How passive 'face time' affects perceptions of employees: Evidence of spontaneous trait inference. Human Relations, 63(6), 735–760. 10.1177/0018726709353139
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