Dimensionality and consequences of employee commitment to supervisors: a two-study examination.
Research on the 3-component model of organizational commitment--affective, normative, and continuance--has suggested that continuance commitment comprises 2 subcomponents, perceived lack of alternatives and sacrifice (e.g., S. J. Jaros, 1997; G. W. McGee & R. C. Ford, 1987). The authors aimed to extend that research in the context of employees' commitment to their immediate supervisors. Through two studies, they examined the validity and consequences of a 4-factor model of commitment to supervisors including affective, normative, continuance-alternatives, and continuance-sacrifice components. Study 1 (N = 317) revealed that the 4 components of commitment to supervisors were distinguishable from the corresponding components of organizational commitment. Study 2 (N = 240) further showed that the 4 components of commitment to supervisors differentially related to intention to leave the supervisor, supervisor-directed negative affect and emotional exhaustion. The authors discuss the implications of these findings for the management of employee commitment in organizations.
Landry
Guylaine
G
Faculté d'Administration, Université de Sherbrooke, Québec, Canada. guylaine.landry@usherbrooke.ca
Panaccio
Alexandra
A
Vandenberghe
Christian
C
D000328:Adult; D000339:Affect; D002055:Burnout, Professional / Q000523:psychology; D005260:Female; D006608:Hierarchy, Social; D006801:Humans; D033182:Intention; D007398:Interpersonal Relations; D008297:Male; D010558:Personnel Loyalty; D010559:Personnel Management; D010563:Personnel Turnover; D011594:Psychometrics / Q000706:statistics & numerical data; D015203:Reproducibility of Results; D012933:Social Identification; D011795:Surveys and Questionnaires