Self Determination Theory, Komitmen Organisasi dan Turnover Intention; dalam Prespektif Nilai Budaya
##plugins.themes.bootstrap3.article.main##
Abstract
Organisasi yang mampu memenuhi kebutuhan psikologis karyawan cenderung membangun hubungan yang lebih kuat antara individu dengan organisasi maupun dengan rekan kerja, bawahan, dan atasan. Pemenuhan kebutuhan tersebut juga berpotensi memengaruhi tingkat komitmen organisasi serta intensi karyawan untuk meninggalkan organisasi (turnover intention). Artikel konseptual ini bertujuan mengembangkan suatu kerangka integratif yang menjelaskan hubungan antara pemenuhan kebutuhan dasar psikologis, yaitu autonomy, relatedness, dan competence, dengan dua dimensi komitmen organisasi, yaitu affective commitment dan continuance commitment. Selain itu, artikel ini mengkaji peran nilai budaya yang dianut individu, yaitu nilai individual dan collateral, dalam memediasi hubungan antara komitmen organisasi dan turnover intention. Dengan mengintegrasikan perspektif Self-Determination Theory, Organizational Commitment Theory, dan teori nilai budaya, kerangka konseptual yang diusulkan memberikan pemahaman yang lebih komprehensif mengenai bagaimana pemenuhan kebutuhan psikologis dan orientasi nilai budaya membentuk komitmen karyawan serta memengaruhi niat mereka untuk meninggalkan organisasi. Kerangka ini diharapkan dapat memperkaya literatur perilaku organisasi sekaligus memberikan implikasi praktis bagi organisasi dalam merancang kebijakan pengelolaan sumber daya manusia yang mampu memenuhi kebutuhan psikologis karyawan, memperkuat komitmen organisasi, dan menurunkan turnover intention.
##plugins.themes.bootstrap3.article.details##
How to Cite
Toyib, J. S. (2026). Self Determination Theory, Komitmen Organisasi dan Turnover Intention; dalam Prespektif Nilai Budaya. ProBisnis : Jurnal Manajemen, 17(03), 1764–1799. Retrieved from https://ejournal.joninstitute.org/index.php/ProBisnis/article/view/1641
References
Abet, Z., Mohd Anuar, M. A., Arshad, M. M., & Ismail, I. A. (2024). Factors affecting turnover intention of Nigerian employees: The moderation effect of organizational commitment. Heliyon, 10(1), Article e23087. https://doi.org/10.1016/j.heliyon.2023.e23087
Abou-Moghli, A. (2018). Using Self-Determination Theory (SDT) to investigate the relationship between organizational commitment, happiness, and work engagement in the service industry. Journal of Business Administration Research, 8(1), 29–41. https://doi.org/10.5430/jbar.v8n1p29
Ali, M., Grabarski, M. K., & Baker, M. (2024). The influence of neurodiversity management on affective commitment and turnover intention: The role of neurodiversity awareness. Employee Relations: The International Journal, 46(3), 657–674. https://doi.org/10.1108/ER-09-2023-0476
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. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49(3), 252–276. https://doi.org/10.1006/jvbe.1996.0043
Badri, S. K. Z., & Ngo, M. S. M. (2024). Is job crafting beneficial for millennial employees? A moderated mediation model of affective organizational commitment, turnover intention and entrepreneurial leadership. Journal of Management Development, 43(6), 881–895. https://doi.org/10.1108/JMD-06-2024-0202
Bolino, M. C., & Turnley, W. H. (2008). Old faces, new places: Equity theory in cross-cultural contexts. Journal of Organizational Behavior, 29(1), 29–50. https://doi.org/10.1002/job.454
Carmeli, A., & Weisberg, J. (2006). Exploring turnover intentions among three professional groups of employees. Human Resource Development International, 9(2), 191–206. https://doi.org/10.1080/13678860600616305
Castro-Casal, C., Vila-Vázquez, G., & Pardo-Gayoso, Á. (2019). Sustaining affective commitment and extra-role service among hospitality employees: Interactive effect of empowerment and service training. Sustainability, 11(15), Article 4092. https://doi.org/10.3390/su11154092
Chirkov, V., Ryan, R. M., Kim, Y., & Kaplan, U. (2003). Differentiating autonomy from individualism and independence: A self-determination theory perspective on internalization of cultural orientations and well-being. Journal of Personality and Social Psychology, 84(1), 97–110. https://doi.org/10.1037/0022-3514.84.1.97
Davidson, W., & Beck, H. P. (2019). Analyzing the commitment of college students using a brief, contextualized measure of need satisfaction from the perspective of Self-Determination Theory. Psychological Reports, 122(3), 1145–1166. https://doi.org/10.1177/0033294118769452
Deci, E. L., Connell, J. P., & Ryan, R. M. (1989). Self-determination in a work organization. Journal of Applied Psychology, 74(4), 580–590. https://doi.org/10.1037/0021-9010.74.4.580
Deci, E. L., & Ryan, R. M. (1985). The general causality orientations scale: Self-determination in personality. Journal of Research in Personality, 19(2), 109–134. https://doi.org/10.1016/0092-6566(85)90023-6
Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227–268. https://doi.org/10.1207/S15327965PLI1104_01
Deci, E. L., Ryan, R. M., Gagné, M., Leone, D. R., Usunov, J., & Kornazheva, B. P. (2001). Need satisfaction, motivation, and well-being in the work organizations of a former Eastern Bloc country: A cross-cultural study of self-determination. Personality and Social Psychology Bulletin, 27(8), 930–942. https://doi.org/10.1177/0146167201278002
Emerson, R. M. (1976). Social exchange theory. Annual Review of Sociology, 2, 335–362. https://doi.org/10.1146/annurev.so.02.080176.002003
Espejo, J., Day, E. A., & Scott, G. (2005). Performance evaluations, need for cognition, and the acquisition of a complex skill: An attribute–treatment interaction. Personality and Individual Differences, 38(8), 1867–1877. https://doi.org/10.1016/j.paid.2004.10.003
Fayyazi, M., & Aslani, F. (2015). The impact of work–life balance on employees’ job satisfaction and turnover intention: The moderating role of continuance commitment. International Letters of Social and Humanistic Sciences, 51, 33–41. https://doi.org/10.18052/www.scipress.com/ILSHS.51.33
Fazio, J., Gong, B., Sims, R., & Yurova, Y. (2017). The role of affective commitment in the relationship between social support and turnover intention. Management Decision, 55(3), 512–525. https://doi.org/10.1108/MD-05-2016-0338
Fernet, C., Morin, A. J. S., Austin, S., Gagné, M., Litalien, D., Lavoie-Tremblay, M., & Forest, J. (2020). Self-determination trajectories at work: A growth mixture analysis. Journal of Vocational Behavior, 121, Article 103473. https://doi.org/10.1016/j.jvb.2020.103473
Fernet, C., Morin, A. J. S., Mueller, M. B., Gillet, N., & Austin, S. (2023). Psychological need satisfaction across work and personal life: An empirical test of a comprehensive typology. Frontiers in Psychology, 14, Article 1216450. https://doi.org/10.3389/fpsyg.2023.1216450
Fischer, R., & Smith, P. B. (2003). Reward allocation and culture. Journal of Cross-Cultural Psychology, 34(3), 251–268. https://doi.org/10.1177/0022022103034003001
Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331–362. https://doi.org/10.1002/job.322
Gagné, M., Zuckerman, M., & Koestner, R. (2000). Facilitating acceptance of organizational change: The importance of self-determination. Journal of Applied Social Psychology, 30(9), 1843–1852. https://doi.org/10.1111/j.1559-1816.2000.tb02471.x
Gajenderan, V., Nawaz, N., Rangarajan, R., & Parayitam, S. (2023). The relationships between amotivation, employee engagement, introjected regulation, and intrinsic motivation: A double-layered moderated-mediation model. Heliyon, 9(10), Article e20493. https://doi.org/10.1016/j.heliyon.2023.e20493
Greguras, G. J., & Diefendorff, J. M. (2009). Different fits satisfy different needs: Linking person–environment fit to employee commitment and performance using self-determination theory. Journal of Applied Psychology, 94(2), 465–477. https://doi.org/10.1037/a0014068
Haivas, S., Hofmans, J., & Pepermans, R. (2013). Volunteer engagement and intention to quit from a self-determination theory perspective. Journal of Applied Social Psychology, 43(9), 1869–1880. https://doi.org/10.1111/jasp.12149
Hills, M. D. (2002). Kluckhohn and Strodtbeck’s values orientation theory. Online Readings in Psychology and Culture, 4(4), 1–14. https://doi.org/10.9707/2307-0919.1040
Hofstede, G. (1993). Cultural constraints in management theories. Academy of Management Perspectives, 7(1), 81–94. https://doi.org/10.5465/AME.1993.9409142061
Hofstede, G. (2001). Culture’s consequences: Comparing values, behaviors, institutions and organizations across nations (2nd ed.). Sage Publications.
Hofstede, G. (1980). Culture’s consequences: International differences in work-related values. Sage Publications.
Johnson, R. E., Chang, C.-H., & Yang, L.-Q. (2010). Commitment and motivation at work: The relevance of employee identity and regulatory focus. Academy of Management Review, 35(2), 226–245. https://doi.org/10.5465/AMR.2010.48463332
Johnston, A. C., Warkentin, M., & Luo, X. (2009). National culture and information privacy: The influential effects of individualism and collectivism on privacy concerns and organizational commitment. Information Systems Security, 18(6), 328–344.
Kelman, H. C. (1958). Compliance, identification, and internalization: Three processes of attitude change. Journal of Conflict Resolution, 2(1), 51–60. https://doi.org/10.1177/002200275800200106
Kim, G., Jang, S. W., Park, J., & Choi, E. (2023). The effect of satisfying basic psychological needs of workers in public organizations on job attitudes and turnover intention: Focused on generation gap. Korean Journal of Industrial and Organizational Psychology, 36(3), 349–369.
Kluckhohn, F. R., & Strodtbeck, F. L. (1961). Variations in value orientations. Row, Peterson.
Laguerre, R. A., & Barnes-Farrell, J. L. (2025). Bringing self-determination theory to the forefront: Examining how human resource practices motivate employees of all ages to succeed. Journal of Business and Psychology, 40, 1–37. https://doi.org/10.1007/s10869-024-09951-w
Lu, J., Guo, S., Qu, J., Lin, W., & Lev, B. (2023). “Stay” or “leave”: Influence of employee-oriented social responsibility on the turnover intention of new-generation employees. Journal of Business Research, 161, Article 113814. https://doi.org/10.1016/j.jbusres.2023.113814
Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171–194.
Meyer, J. P., & Allen, N. J. (1984). Testing the “side-bet theory” of organizational commitment: Some methodological considerations. Journal of Applied Psychology, 69(3), 372–378. https://doi.org/10.1037/0021-9010.69.3.372
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89. https://doi.org/10.1016/1053-4822(91)90011-Z
Meyer, J. P., Morin, A. J. S., Rousseau, V., Boudrias, J.-S., & Brunelle, E. (2021). Profiles of global and target-specific work commitments: Why compatibility is better and how to achieve it. Journal of Vocational Behavior, 128, Article 103588. https://doi.org/10.1016/j.jvb.2021.103588
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20–52. https://doi.org/10.1006/jvbe.2001.1842
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237–240. https://doi.org/10.1037/0021-9010.62.2.237
Mobley, W. H. (1982). Employee turnover: Causes, consequences, and control. Addison-Wesley.
Obeng, A. F., Azinga, S. A., Bentil, J., Ellis, F. Y. A., & Coffie, R. B. (2024). Investigating the effects of off-the-job embeddedness on turnover intentions: Does affective commitment play a role? International Journal of Organizational Analysis, 32(10), 2610–2631. https://doi.org/10.1108/IJOA-10-2023-4044
O’Reilly, C. A., III, & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492–499. https://doi.org/10.1037/0021-9010.71.3.492
Pinder, C. C. (2008). Work motivation in organizational behavior (2nd ed.). Psychology Press.
Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68–78. https://doi.org/10.1037/0003-066X.55.1.68
Ryan, R. M., & Deci, E. L. (2017). Self-determination theory: Basic psychological needs in motivation, development, and wellness. Guilford Press.
Salancik, G. R. (1977). Commitment and the control of organizational behavior and belief. In B. M. Staw & G. R. Salancik (Eds.), New directions in organizational behavior (pp. 1–54). St. Clair Press.
Saleem, F., Zhang, Y. Z., Gopinath, C., & Adeel, A. (2020). Impact of servant leadership on performance: The mediating role of affective and continuance commitment. International Journal of Productivity and Performance Management, 69(6), 1191–1212. https://doi.org/10.1108/IJPPM-06-2019-0277
Schwartz, S. H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. Advances in Experimental Social Psychology, 25, 1–65. https://doi.org/10.1016/S0065-2601(08)60281-6
Schwartz, S. H. (1999). A theory of cultural values and some implications for work. Applied Psychology, 48(1), 23–47. https://doi.org/10.1111/j.1464-0597.1999.tb00047.x
Sheldon, K. M., Elliot, A. J., Kim, Y., & Kasser, T. (2001). What is satisfying about satisfying events? Testing 10 candidate psychological needs. Journal of Personality and Social Psychology, 80(2), 325–339. https://doi.org/10.1037/0022-3514.80.2.325
Silva, P., Moreira, A. C., & Mota, J. (2022). A systematic literature review on organizational commitment: Bridging the gap between theory and practice. Administrative Sciences, 12(4), Article 135. https://doi.org/10.3390/admsci12040135
Sonnentag, S. (2018). The recovery paradox: Portraying the complex interplay between job stressors, lack of recovery, and poor well-being. Research in Organizational Behavior, 38, 169–185. https://doi.org/10.1016/j.riob.2018.11.002
Sow, M., Murphy, J., & Osuoha, R. (2021). The relationship between leadership style, organizational commitment, and turnover intention in higher education. Journal of Higher Education Policy and Management, 43(5), 493–508.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46(2), 259–293. https://doi.org/10.1111/j.1744-6570.1993.tb00874.x
Van den Broeck, A., Ferris, D. L., Chang, C.-H., & Rosen, C. C. (2021). A review of self-determination theory's basic psychological needs at work. Journal of Management, 47(5), 1217–1247. https://doi.org/10.1177/01492063211006895
Vandenberghe, C., Panaccio, A., Bentein, K., Mignonac, K., & Roussel, P. (2011). Assessing longitudinal change of and dynamic relationships among commitment and turnover intentions. Journal of Applied Psychology, 96(4), 827–839. https://doi.org/10.1037/a0022220
Wojtczuk-Turek, A., Turek, D., & Lewandowska, A. (2026). Individual cultural values, organizational commitment, and employee retention: A multilevel perspective. International Journal of Manpower, 47(1), xx–xx.
Yoon, J., & Thye, S. R. (2002). A dual process model of organizational commitment: Job satisfaction and organizational support. Work and Occupations, 29(1), 97–124. https://doi.org/10.1177/0730888402029001005
Abou-Moghli, A. (2018). Using Self-Determination Theory (SDT) to investigate the relationship between organizational commitment, happiness, and work engagement in the service industry. Journal of Business Administration Research, 8(1), 29–41. https://doi.org/10.5430/jbar.v8n1p29
Ali, M., Grabarski, M. K., & Baker, M. (2024). The influence of neurodiversity management on affective commitment and turnover intention: The role of neurodiversity awareness. Employee Relations: The International Journal, 46(3), 657–674. https://doi.org/10.1108/ER-09-2023-0476
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. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49(3), 252–276. https://doi.org/10.1006/jvbe.1996.0043
Badri, S. K. Z., & Ngo, M. S. M. (2024). Is job crafting beneficial for millennial employees? A moderated mediation model of affective organizational commitment, turnover intention and entrepreneurial leadership. Journal of Management Development, 43(6), 881–895. https://doi.org/10.1108/JMD-06-2024-0202
Bolino, M. C., & Turnley, W. H. (2008). Old faces, new places: Equity theory in cross-cultural contexts. Journal of Organizational Behavior, 29(1), 29–50. https://doi.org/10.1002/job.454
Carmeli, A., & Weisberg, J. (2006). Exploring turnover intentions among three professional groups of employees. Human Resource Development International, 9(2), 191–206. https://doi.org/10.1080/13678860600616305
Castro-Casal, C., Vila-Vázquez, G., & Pardo-Gayoso, Á. (2019). Sustaining affective commitment and extra-role service among hospitality employees: Interactive effect of empowerment and service training. Sustainability, 11(15), Article 4092. https://doi.org/10.3390/su11154092
Chirkov, V., Ryan, R. M., Kim, Y., & Kaplan, U. (2003). Differentiating autonomy from individualism and independence: A self-determination theory perspective on internalization of cultural orientations and well-being. Journal of Personality and Social Psychology, 84(1), 97–110. https://doi.org/10.1037/0022-3514.84.1.97
Davidson, W., & Beck, H. P. (2019). Analyzing the commitment of college students using a brief, contextualized measure of need satisfaction from the perspective of Self-Determination Theory. Psychological Reports, 122(3), 1145–1166. https://doi.org/10.1177/0033294118769452
Deci, E. L., Connell, J. P., & Ryan, R. M. (1989). Self-determination in a work organization. Journal of Applied Psychology, 74(4), 580–590. https://doi.org/10.1037/0021-9010.74.4.580
Deci, E. L., & Ryan, R. M. (1985). The general causality orientations scale: Self-determination in personality. Journal of Research in Personality, 19(2), 109–134. https://doi.org/10.1016/0092-6566(85)90023-6
Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227–268. https://doi.org/10.1207/S15327965PLI1104_01
Deci, E. L., Ryan, R. M., Gagné, M., Leone, D. R., Usunov, J., & Kornazheva, B. P. (2001). Need satisfaction, motivation, and well-being in the work organizations of a former Eastern Bloc country: A cross-cultural study of self-determination. Personality and Social Psychology Bulletin, 27(8), 930–942. https://doi.org/10.1177/0146167201278002
Emerson, R. M. (1976). Social exchange theory. Annual Review of Sociology, 2, 335–362. https://doi.org/10.1146/annurev.so.02.080176.002003
Espejo, J., Day, E. A., & Scott, G. (2005). Performance evaluations, need for cognition, and the acquisition of a complex skill: An attribute–treatment interaction. Personality and Individual Differences, 38(8), 1867–1877. https://doi.org/10.1016/j.paid.2004.10.003
Fayyazi, M., & Aslani, F. (2015). The impact of work–life balance on employees’ job satisfaction and turnover intention: The moderating role of continuance commitment. International Letters of Social and Humanistic Sciences, 51, 33–41. https://doi.org/10.18052/www.scipress.com/ILSHS.51.33
Fazio, J., Gong, B., Sims, R., & Yurova, Y. (2017). The role of affective commitment in the relationship between social support and turnover intention. Management Decision, 55(3), 512–525. https://doi.org/10.1108/MD-05-2016-0338
Fernet, C., Morin, A. J. S., Austin, S., Gagné, M., Litalien, D., Lavoie-Tremblay, M., & Forest, J. (2020). Self-determination trajectories at work: A growth mixture analysis. Journal of Vocational Behavior, 121, Article 103473. https://doi.org/10.1016/j.jvb.2020.103473
Fernet, C., Morin, A. J. S., Mueller, M. B., Gillet, N., & Austin, S. (2023). Psychological need satisfaction across work and personal life: An empirical test of a comprehensive typology. Frontiers in Psychology, 14, Article 1216450. https://doi.org/10.3389/fpsyg.2023.1216450
Fischer, R., & Smith, P. B. (2003). Reward allocation and culture. Journal of Cross-Cultural Psychology, 34(3), 251–268. https://doi.org/10.1177/0022022103034003001
Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331–362. https://doi.org/10.1002/job.322
Gagné, M., Zuckerman, M., & Koestner, R. (2000). Facilitating acceptance of organizational change: The importance of self-determination. Journal of Applied Social Psychology, 30(9), 1843–1852. https://doi.org/10.1111/j.1559-1816.2000.tb02471.x
Gajenderan, V., Nawaz, N., Rangarajan, R., & Parayitam, S. (2023). The relationships between amotivation, employee engagement, introjected regulation, and intrinsic motivation: A double-layered moderated-mediation model. Heliyon, 9(10), Article e20493. https://doi.org/10.1016/j.heliyon.2023.e20493
Greguras, G. J., & Diefendorff, J. M. (2009). Different fits satisfy different needs: Linking person–environment fit to employee commitment and performance using self-determination theory. Journal of Applied Psychology, 94(2), 465–477. https://doi.org/10.1037/a0014068
Haivas, S., Hofmans, J., & Pepermans, R. (2013). Volunteer engagement and intention to quit from a self-determination theory perspective. Journal of Applied Social Psychology, 43(9), 1869–1880. https://doi.org/10.1111/jasp.12149
Hills, M. D. (2002). Kluckhohn and Strodtbeck’s values orientation theory. Online Readings in Psychology and Culture, 4(4), 1–14. https://doi.org/10.9707/2307-0919.1040
Hofstede, G. (1993). Cultural constraints in management theories. Academy of Management Perspectives, 7(1), 81–94. https://doi.org/10.5465/AME.1993.9409142061
Hofstede, G. (2001). Culture’s consequences: Comparing values, behaviors, institutions and organizations across nations (2nd ed.). Sage Publications.
Hofstede, G. (1980). Culture’s consequences: International differences in work-related values. Sage Publications.
Johnson, R. E., Chang, C.-H., & Yang, L.-Q. (2010). Commitment and motivation at work: The relevance of employee identity and regulatory focus. Academy of Management Review, 35(2), 226–245. https://doi.org/10.5465/AMR.2010.48463332
Johnston, A. C., Warkentin, M., & Luo, X. (2009). National culture and information privacy: The influential effects of individualism and collectivism on privacy concerns and organizational commitment. Information Systems Security, 18(6), 328–344.
Kelman, H. C. (1958). Compliance, identification, and internalization: Three processes of attitude change. Journal of Conflict Resolution, 2(1), 51–60. https://doi.org/10.1177/002200275800200106
Kim, G., Jang, S. W., Park, J., & Choi, E. (2023). The effect of satisfying basic psychological needs of workers in public organizations on job attitudes and turnover intention: Focused on generation gap. Korean Journal of Industrial and Organizational Psychology, 36(3), 349–369.
Kluckhohn, F. R., & Strodtbeck, F. L. (1961). Variations in value orientations. Row, Peterson.
Laguerre, R. A., & Barnes-Farrell, J. L. (2025). Bringing self-determination theory to the forefront: Examining how human resource practices motivate employees of all ages to succeed. Journal of Business and Psychology, 40, 1–37. https://doi.org/10.1007/s10869-024-09951-w
Lu, J., Guo, S., Qu, J., Lin, W., & Lev, B. (2023). “Stay” or “leave”: Influence of employee-oriented social responsibility on the turnover intention of new-generation employees. Journal of Business Research, 161, Article 113814. https://doi.org/10.1016/j.jbusres.2023.113814
Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171–194.
Meyer, J. P., & Allen, N. J. (1984). Testing the “side-bet theory” of organizational commitment: Some methodological considerations. Journal of Applied Psychology, 69(3), 372–378. https://doi.org/10.1037/0021-9010.69.3.372
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89. https://doi.org/10.1016/1053-4822(91)90011-Z
Meyer, J. P., Morin, A. J. S., Rousseau, V., Boudrias, J.-S., & Brunelle, E. (2021). Profiles of global and target-specific work commitments: Why compatibility is better and how to achieve it. Journal of Vocational Behavior, 128, Article 103588. https://doi.org/10.1016/j.jvb.2021.103588
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20–52. https://doi.org/10.1006/jvbe.2001.1842
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237–240. https://doi.org/10.1037/0021-9010.62.2.237
Mobley, W. H. (1982). Employee turnover: Causes, consequences, and control. Addison-Wesley.
Obeng, A. F., Azinga, S. A., Bentil, J., Ellis, F. Y. A., & Coffie, R. B. (2024). Investigating the effects of off-the-job embeddedness on turnover intentions: Does affective commitment play a role? International Journal of Organizational Analysis, 32(10), 2610–2631. https://doi.org/10.1108/IJOA-10-2023-4044
O’Reilly, C. A., III, & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492–499. https://doi.org/10.1037/0021-9010.71.3.492
Pinder, C. C. (2008). Work motivation in organizational behavior (2nd ed.). Psychology Press.
Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68–78. https://doi.org/10.1037/0003-066X.55.1.68
Ryan, R. M., & Deci, E. L. (2017). Self-determination theory: Basic psychological needs in motivation, development, and wellness. Guilford Press.
Salancik, G. R. (1977). Commitment and the control of organizational behavior and belief. In B. M. Staw & G. R. Salancik (Eds.), New directions in organizational behavior (pp. 1–54). St. Clair Press.
Saleem, F., Zhang, Y. Z., Gopinath, C., & Adeel, A. (2020). Impact of servant leadership on performance: The mediating role of affective and continuance commitment. International Journal of Productivity and Performance Management, 69(6), 1191–1212. https://doi.org/10.1108/IJPPM-06-2019-0277
Schwartz, S. H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. Advances in Experimental Social Psychology, 25, 1–65. https://doi.org/10.1016/S0065-2601(08)60281-6
Schwartz, S. H. (1999). A theory of cultural values and some implications for work. Applied Psychology, 48(1), 23–47. https://doi.org/10.1111/j.1464-0597.1999.tb00047.x
Sheldon, K. M., Elliot, A. J., Kim, Y., & Kasser, T. (2001). What is satisfying about satisfying events? Testing 10 candidate psychological needs. Journal of Personality and Social Psychology, 80(2), 325–339. https://doi.org/10.1037/0022-3514.80.2.325
Silva, P., Moreira, A. C., & Mota, J. (2022). A systematic literature review on organizational commitment: Bridging the gap between theory and practice. Administrative Sciences, 12(4), Article 135. https://doi.org/10.3390/admsci12040135
Sonnentag, S. (2018). The recovery paradox: Portraying the complex interplay between job stressors, lack of recovery, and poor well-being. Research in Organizational Behavior, 38, 169–185. https://doi.org/10.1016/j.riob.2018.11.002
Sow, M., Murphy, J., & Osuoha, R. (2021). The relationship between leadership style, organizational commitment, and turnover intention in higher education. Journal of Higher Education Policy and Management, 43(5), 493–508.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46(2), 259–293. https://doi.org/10.1111/j.1744-6570.1993.tb00874.x
Van den Broeck, A., Ferris, D. L., Chang, C.-H., & Rosen, C. C. (2021). A review of self-determination theory's basic psychological needs at work. Journal of Management, 47(5), 1217–1247. https://doi.org/10.1177/01492063211006895
Vandenberghe, C., Panaccio, A., Bentein, K., Mignonac, K., & Roussel, P. (2011). Assessing longitudinal change of and dynamic relationships among commitment and turnover intentions. Journal of Applied Psychology, 96(4), 827–839. https://doi.org/10.1037/a0022220
Wojtczuk-Turek, A., Turek, D., & Lewandowska, A. (2026). Individual cultural values, organizational commitment, and employee retention: A multilevel perspective. International Journal of Manpower, 47(1), xx–xx.
Yoon, J., & Thye, S. R. (2002). A dual process model of organizational commitment: Job satisfaction and organizational support. Work and Occupations, 29(1), 97–124. https://doi.org/10.1177/0730888402029001005