A comparison of linear and nonlinear relations between organizational commitment and work outcomes.
The authors compared linear and nonlinear relations between affective and continuance commitment and 3 commonly studied work outcomes (turnover cognitions, absenteeism, and job performance), observed in 3 separate research settings. Using a linear model, they replicated the common observation in the literature that affective commitment is more strongly related to work outcomes than continuance commitment. Introducing a higher order continuance commitment term into the same equations, however, they found that the linear model seriously understated the magnitude of continuance commitment's effect on all 3 criterion measures. These findings are consistent with recent developments that identify different motivational mindsets associated with affective and continuance commitment (J. P. Meyer, T. E. Becker, & C. Vandenberghe, 2004).
Luchak
Andrew A
AA
Department of Strategic Management and Organization, School of Business, University of Alberta, Edmonton, AB, Canada. andrew.luchak@ualberta.ca
Gellatly
Ian R
IR
D000041:Absenteeism; D003071:Cognition; D004650:Employee Performance Appraisal; D006801:Humans; D007588:Job Satisfaction; D015279:Organizational Culture; D011795:Surveys and Questionnaires