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Organizational Commitment Research

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Organizational Commitment

Many research findings have proven that there is a relationship between organizational commitment and job-related behaviors and attitudes in the fields of organizational behavior or management (Angle & Perry, 1981; Koch & Steers, 1978; Mohammed & Eleswed, 2013; Porter,Steers, Mowday, & Boulian, 1974). Bateman and Strasser (1984) described organizational commitment as multidimensional in nature, referring to employees’ loyalty, willingness to exhibit maximum effort to their organizations, degree of goal and value in accordance with organizations, and the intentions to remain within the organizations. Mowday et al. (1982 )proposed that organizational commitment is popular due to “(a) a strong belief in and acceptance …show more content…

(1979) assessed the psychometric properties of the Organizational Commitment Questionnaire (OCQ) originally developed by Porter, Steers, Mowday, and Boulian (1974). The objective of this was to determine the instrument’s predictive, convergent, and discriminant validity. Specifically, the assessment focused on testing internal consistency reliability, test–retest reliability, convergent validity, discriminant validity, and predictive validity. Mowday, Steers, et al. drew two main conclusions regarding the usefulness of the OCQ for research in organizations: the OCQ has (a) relatively strong internal consistency and test–retest reliability and (b) acceptable levels of convergent, discriminant, and predictive validity (p. …show more content…

The outcome of research in the area of organizational commitment that has attempted to answer many of these questions was discussed. Referring to Meyer and Allen (1991), Meyer and Allen (1997) reported that rather than view affective, continuance, and normative commitment as types of organizational commitment, it was more appropriate to view them as components, as employee relationship with their organization may be made up of all three elements to different extents (p. 13). Meyer and Allen pointed out that a number of studies have found affective commitment to be strongly correlated with normative commitment. The implication of the correlation, therefore, they suggested, is that “feelings of affective attachment and sense of obligation to an organization are not independent of one another” (p.

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