Navigating Construct Proliferation in Organizational Bonds Literature: A Comparative Meta-Analysis
Presentation Type
Poster
Faculty Advisor
Valerie Sessa
Access Type
Event
Start Date
26-4-2024 2:15 PM
End Date
26-4-2024 3:15 PM
Description
The present study seeks to explore if there is construct proliferation within the employee-organization bonds constructs, which refers to the excessive development and use of overlapping concepts to understand these relationships. Specifically, we examine four commonly used concepts: organizational commitment (OC), perceived organizational support (POS), organizational identity (OI), and job embeddedness (JE). Through a comparative meta analysis, we identify both similarities and differences among these concepts. The study utilizes a thorough search strategy, identifying a significant number of studies and employing careful screening and data coding methods. The analysis reveals substantial overlap between the constructs and their common antecedents, such as organizational justice, trust, affect, and leadership factors. While the study acknowledges limitations, including small sample sizes, it offers critical insights into the conceptual redundancy in the organizational bonds’ literature, enhancing the understanding of employee-organization relationships. We argue that these constructs, while distinct, share considerable similarities, highlighting the need for clearer definitions to prevent unnecessary complexity.
Navigating Construct Proliferation in Organizational Bonds Literature: A Comparative Meta-Analysis
The present study seeks to explore if there is construct proliferation within the employee-organization bonds constructs, which refers to the excessive development and use of overlapping concepts to understand these relationships. Specifically, we examine four commonly used concepts: organizational commitment (OC), perceived organizational support (POS), organizational identity (OI), and job embeddedness (JE). Through a comparative meta analysis, we identify both similarities and differences among these concepts. The study utilizes a thorough search strategy, identifying a significant number of studies and employing careful screening and data coding methods. The analysis reveals substantial overlap between the constructs and their common antecedents, such as organizational justice, trust, affect, and leadership factors. While the study acknowledges limitations, including small sample sizes, it offers critical insights into the conceptual redundancy in the organizational bonds’ literature, enhancing the understanding of employee-organization relationships. We argue that these constructs, while distinct, share considerable similarities, highlighting the need for clearer definitions to prevent unnecessary complexity.
Comments
Additional Authors: Sara Stavely, Nathan Bowling, Catrina Notari