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Antecedents, correlates, and outcome...

King, Craig Verl.

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Antecedents, correlates, and outcomes associated with single and three facet models of organizational commitment: A meta-analysis.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	Antecedents, correlates, and outcomes associated with single and three facet models of organizational commitment: A meta-analysis./
作者:	King, Craig Verl.
面頁冊數:	132 p.
附註:	Major Professor: Clive Fullagar.
Contained By:	Dissertation Abstracts International63-05B.
標題:	Psychology, Industrial. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3052588
ISBN:	0493675116

Antecedents, correlates, and outcomes associated with single and three facet models of organizational commitment: A meta-analysis.
King, Craig Verl.

Antecedents, correlates, and outcomes associated with single and three facet models of organizational commitment: A meta-analysis. - 132 p.

Major Professor: Clive Fullagar.

Thesis (Ph.D.)--Kansas State University, 2002.

Continuance commitment was negatively related to performance ratings. The relations between normative commitment (NC) and study variables tended to mirror those of affective commitment and study variables; albeit it not as strong.

ISBN: 0493675116Subjects--Topical Terms:

520063
Psychology, Industrial.

Antecedents, correlates, and outcomes associated with single and three facet models of organizational commitment: A meta-analysis.
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245 1 0 $a Antecedents, correlates, and outcomes associated with single and three facet models of organizational commitment: A meta-analysis.
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500 $a Source: Dissertation Abstracts International, Volume: 63-05, Section: B, page: 2633.
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520 $a Continuance commitment was negatively related to performance ratings. The relations between normative commitment (NC) and study variables tended to mirror those of affective commitment and study variables; albeit it not as strong.
520 $a The purpose of the study was to compare the various facets of Meyer and Allen's (1989) three-component model of organizational commitment and the organizational commitment questionnaire (OCQ; Mowday, Steers, & Porter, 1979) with a variety of antecedents, correlates, and outcomes in the workplace. The Meyer and Allen affective commitment scale (AC) was highly correlated with the OCQ, but was distinct from continuance commitment and normative commitment. However, the AC scale correlated somewhat differently with study variables than did the OCQ. The OCQ had significantly stronger correlations with extra-role organizational citizenship behavior, intention to leave, and unexcused absenteeism than did AC. There was more variability around the true score correlations between OCQ and study variables than there was between AC and study variables. The variability indicates moderator variables are likely present more for OCQ than for AC. A discussion of the two-dimensional nature of OQC is provided to address the possibility of the type of moderator variable.
520 $a Recommendations include a revised model of the antecedents, correlates, and outcomes of organizational commitment that suggests eliminating age, gender, education, and tenure in models of commitment development. In addition, the findings suggest that AC is a preferred scale over the OCQ because of its brevity and the fact that it appears to be a more stable measure in that it is a unidimensional measure of affective commitment.
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