THE MEASUREMENT AND ANTECEDENTS OF AFFECTIVE, CONTINUANCE AND NORMATIVE COMMITMENT TO THE ORGANIZATION
THE MEASUREMENT AND ANTECEDENTS OF AFFECTIVE, CONTINUANCE AND NORMATIVE COMMITMENT TO THE ORGANIZATION
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DOI：
10.1111/j.2044-8325.1990.tb00506.x
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发表时间：
1990-03-01
期刊：
影响因子：
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通讯作者：
MEYER, JP
中科院分区：
文献类型：
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作者：
ALLEN, NJ;MEYER, JP
组织承诺已被概念化，并以各种方式衡量。本文报道的两项研究是为了测试承诺的三成分模型的各个方面，该模型整合了这些不同的概念。该模型提出的组织承诺的情感成分是指员工对组织的情感依恋、认同和参与。持续性要素指的是基于员工离开组织的相关成本的承诺。最后，巨大成分是指员工对留在组织中的义务感。在研究1中，我们开发了量表来测量这些成分。研究2检验了承诺成分之间的关系以及与被认为是其前因变量之间的关系。典型相关分析结果表明，正如模型预测的那样，组织承诺的情感成分和持续成分是经验可区分的结构，具有不同的相关关系。情感和规范成分，虽然可区分，但似乎有些关联。讨论了在研究和实践中区分承诺组成部分的重要性。
Organizational commitment has been conceptualized and measured in various ways. The two studies reported here were conducted to test aspects of a three‐component model of commitment which integrates these various conceptualizations. Theaffectivecomponent of organizational commitment, proposed by the model, refers to employees' emotional attachment to, identification with, and involvement in, the organization. Thecontinuancecomponent refers to commitment based on the costs that employees associate with leaving the organization. Finally, thenormativecomponent refers to employees' feelings of obligation to remain with the organization. In Study 1, scales were developed to measure these components. Relationships among the components of commitment and with variables considered their antecedents were examined in Study 2. Results of a canonical correlation analysis suggested that, as predicted by the model, the affective and continuance components of organizational commitment are empirically distinguishable constructs with different correlates. The affective and normative components, although distinguishable, appear to be somewhat related. The importance of differentiating the components of commitment, both in research and practice, is discussed.