Antecedents and consequences of organizational commitment

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2010
Ekrem Duman, Fatıma Betül
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In the present study, organizational commitment‘s relationship with a number of antecedents and consequences were examined. In more detail, firstly the effects of job characteristics (i.e., job variety, promotional opportunity, organizational fairness, and perceived organizational support) on three dimensions of organizational commitment namely affective, normative, and continuance commitment were examined. Secondly, how these three dimensions of organizational commitment predict two dimensions of performance (i.e., task and contextual performance) and turnover intentions were examined. With these purposes, a pilot study was conducted with the participation of 45 employees and then in the main study questionnaires were administered to a sample of 175 employees working in different public organizations. According to the results of the study, job characteristics significantly and positively predicted both affective and normative commitment in addition to overall commitment but they were not significant predictors of continuance commitment. In more detail, affective commitment was predicted by job variety, promotional opportunity and perceived organizational support while normative commitment was predicted by job variety and perceived organizational support. The results of the mediation analysis revealed that perceived organizational support partially mediated the organizational fairness - affective organizational commitment relationship. Among three dimensions of commitment, affective and normative commitment were found to significantly and negatively predict turnover intentions of employees. On the other hand, none of the three dimensions significantly predicted task performance when self ratings were used but affective and normative commitment significantly influenced self reported contextual performance. However, three dimensions of commitment were not significant predictors of task, contextual or overall performance rated by supervisors. The results of the study, its implications, limitations and directions were future research were discussed in more detail.
Organizational commitment., Psychology M.S. thesis
http://etd.lib.metu.edu.tr/upload/12612608/index.pdf
https://hdl.handle.net/11511/20121
Graduate School of Social Sciences, Thesis

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Citation Formats
F. B. Ekrem Duman, “Antecedents and consequences of organizational commitment,” M.S. - Master of Science, Middle East Technical University, 2010.
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