Organizational commitment: A construct validation of two measures and an examination of antecedents and consequences.
Item
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Title
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Organizational commitment: A construct validation of two measures and an examination of antecedents and consequences.
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Identifier
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AAI9224850
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identifier
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9224850
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Creator
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Roth, Loretta Poveromo.
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Contributor
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Adviser: Roger E. Millsap
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Date
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1992
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Language
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English
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Publisher
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City University of New York.
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Subject
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Psychology, Industrial | Psychology, Psychometrics | Psychology, Social
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Abstract
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This research examined existing theory and research that would advance understanding of Organizational Commitment (OC). The theories of A. Etzioni and R. Kanter, and object relations and organizational theory were used in combination with empirical research to develop an attitudinally-based, three dimensional construct of Organizational Commitment. The dimensions paralleled and expanded upon Etzioni's Moral, Calculative and Alienative involvement types.;In order to test the OC construct, a validation study was conducted using the Penley and Gould (1989) OC scale and the Meyer and Allen (1984) OC scale. A confirmatory factor analysis was conducted using LISREL (Joreskog & Sorbom, 1988). The findings indicated that Moral and Affective Commitment formed one dimension, as hypothesized. The remaining two hypothesized dimensions found only partial support. The Meyer and Allen Continuance Commitment dimension did not form two subdimensions based on high Personal Sacrifice (PS) and Low Availability of Alternatives (LA). Therefore the PS and LA Continuance Commitment subdimensions did not respectively load with the Penley and Gould Calculative and Alienative Commitment dimensions, as hypothesized. Instead, four commitment dimensions were found: Moral/Affective OC, Calculative OC, Continuance OC and Alienative OC.;The second stage of this research examined the relationship between the five power bases proposed by French and Raven (1959), the four dimensions of OC and intention to remain with the organization. The results from the structural equation model indicated that all hypotheses except those involving Calculative Commitment were confirmed. Expert and Referent Power were positively related to Moral/Affective Commitment and intention to remain with the organization. Coercive Power was positively related to Alienative Commitment and negatively related to intention to remain with the organization. Legitimate and Reward power were positively related to Continuance Commitment and intention to remain with the organization. Calculative Commitment was not related to Legitimate and Reward Power or intention to remain with the organization, as was hypothesized.;The results indicated that Organizational Commitment is a multidimensional construct with differential relationships between the dimensions and the five power bases. Future research should be directed at clarifying the nature of the Calculative and Continuance Commitment dimensions.
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Type
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dissertation
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Source
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PQT Legacy CUNY.xlsx
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degree
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Ph.D.
