Good is Not Good, When Better is Expected

Discrepancies between Ideal and Actual Collectivism and their Effect on Organizational Commitment

Eleanna Galanaki, Giorgos Papagiannakis, Andriana Rapti

Research output: Contribution to journalArticle

Abstract

We draw on social exchange theory to investigate whether discrepancies between ideal and actual organizational collectivism influence the three types of organizational commitment, namely affective, normative, and continuance commitment. We employ the Global Leadership and Organizational Behavior Effectiveness (GLOBE) project methodology with a sample of 638 employees and find that different manifestations of collectivism discrepancies have heterogeneous effects on commitment. In particular, the results of polynomial regression analyses show that a high discrepancy between ideal and actual institutional collectivism leads to lower affective and normative organizational commitment. In contrast, a discrepancy of in-group collectivism does not affect organizational commitment. The significance of the above results and their practical implications are discussed.

Original languageEnglish
JournalEuropean Management Review
DOIs
Publication statusPublished - 1 Jan 2019

Fingerprint

Discrepancy
Organizational commitment
Collectivism
Continuance commitment
Affective commitment
Global leadership
Organizational behaviour
Social exchange theory
Normative commitment
Employees
Methodology
Polynomial regression
Leadership behavior

Keywords

  • GLOBE project
  • organizational collectivism
  • organizational commitment
  • polynomial regressions
  • social exchange theory

Cite this

@article{6dd10895c22344e480650f5f94101faa,
title = "Good is Not Good, When Better is Expected: Discrepancies between Ideal and Actual Collectivism and their Effect on Organizational Commitment",
abstract = "We draw on social exchange theory to investigate whether discrepancies between ideal and actual organizational collectivism influence the three types of organizational commitment, namely affective, normative, and continuance commitment. We employ the Global Leadership and Organizational Behavior Effectiveness (GLOBE) project methodology with a sample of 638 employees and find that different manifestations of collectivism discrepancies have heterogeneous effects on commitment. In particular, the results of polynomial regression analyses show that a high discrepancy between ideal and actual institutional collectivism leads to lower affective and normative organizational commitment. In contrast, a discrepancy of in-group collectivism does not affect organizational commitment. The significance of the above results and their practical implications are discussed.",
keywords = "GLOBE project, organizational collectivism, organizational commitment, polynomial regressions, social exchange theory",
author = "Eleanna Galanaki and Giorgos Papagiannakis and Andriana Rapti",
year = "2019",
month = "1",
day = "1",
doi = "10.1111/emre.12347",
language = "English",
journal = "European Management Review",
issn = "1740-4754",
publisher = "Wiley-Blackwell",

}

Good is Not Good, When Better is Expected : Discrepancies between Ideal and Actual Collectivism and their Effect on Organizational Commitment. / Galanaki, Eleanna; Papagiannakis, Giorgos; Rapti, Andriana.

In: European Management Review, 01.01.2019.

Research output: Contribution to journalArticle

TY - JOUR

T1 - Good is Not Good, When Better is Expected

T2 - Discrepancies between Ideal and Actual Collectivism and their Effect on Organizational Commitment

AU - Galanaki, Eleanna

AU - Papagiannakis, Giorgos

AU - Rapti, Andriana

PY - 2019/1/1

Y1 - 2019/1/1

N2 - We draw on social exchange theory to investigate whether discrepancies between ideal and actual organizational collectivism influence the three types of organizational commitment, namely affective, normative, and continuance commitment. We employ the Global Leadership and Organizational Behavior Effectiveness (GLOBE) project methodology with a sample of 638 employees and find that different manifestations of collectivism discrepancies have heterogeneous effects on commitment. In particular, the results of polynomial regression analyses show that a high discrepancy between ideal and actual institutional collectivism leads to lower affective and normative organizational commitment. In contrast, a discrepancy of in-group collectivism does not affect organizational commitment. The significance of the above results and their practical implications are discussed.

AB - We draw on social exchange theory to investigate whether discrepancies between ideal and actual organizational collectivism influence the three types of organizational commitment, namely affective, normative, and continuance commitment. We employ the Global Leadership and Organizational Behavior Effectiveness (GLOBE) project methodology with a sample of 638 employees and find that different manifestations of collectivism discrepancies have heterogeneous effects on commitment. In particular, the results of polynomial regression analyses show that a high discrepancy between ideal and actual institutional collectivism leads to lower affective and normative organizational commitment. In contrast, a discrepancy of in-group collectivism does not affect organizational commitment. The significance of the above results and their practical implications are discussed.

KW - GLOBE project

KW - organizational collectivism

KW - organizational commitment

KW - polynomial regressions

KW - social exchange theory

UR - http://www.scopus.com/inward/record.url?scp=85063401088&partnerID=8YFLogxK

U2 - 10.1111/emre.12347

DO - 10.1111/emre.12347

M3 - Article

JO - European Management Review

JF - European Management Review

SN - 1740-4754

ER -