The role of change in the relationship between commitment and turnover: a latent growth modeling approach.
Through the use of affective, normative, and continuance commitment in a multivariate 2nd-order factor latent growth modeling approach, the authors observed linear negative trajectories that characterized the changes in individuals across time in both affective and normative commitment. In turn, an individual's intention to quit the organization was characterized by a positive trajectory. A significant association was also found between the change trajectories such that the steeper the decline in an individual's affective and normative commitments across time, the greater the rate of increase in that individual's intention to quit, and, further, the greater the likelihood that the person actually left the organization over the next 9 months. Findings regarding continuance commitment and its components were mixed.
Bentein
Kathleen
K
School of Buisness Administration (ESG), University of Quebec, Montreal, Quebec, Canada. bentein.kathleen@uqam.ca
Vandenberghe
Christian
C
Vandenberg
Robert
R
Stinglhamber
Florence
F
D000328:Adult; D000339:Affect; D005260:Female; D005500:Follow-Up Studies; D006801:Humans; D007206:Individuality; D007207:Individuation; D007588:Job Satisfaction; D016014:Linear Models; D016015:Logistic Models; D008297:Male; D009042:Motivation; D015999:Multivariate Analysis; D009936:Organizational Innovation; D020415:Personnel Downsizing / Q000523:psychology / Q000706:statistics & numerical data; D010558:Personnel Loyalty; D010563:Personnel Turnover / Q000706:statistics & numerical data*; D011336:Probability