Evolution of Commitment during Organizational Entry: a Latent Growth Modeling Approach Operationalizing Longitudinal Change in Commitment

Without a doubt, organizational commitment has become a variable of central interest over the past two decades, due in large part to the demonstrated link between commitment and turnover (Allen & Meyer, 1996; Mathieu & Zajac, 1990; Tett & Meyer, 1993). Over the years, research has demonstrated that commitment is a multidimensional construct (e.g., Allen & Meyer, 1990; Mayer & Schoorman, 1992; O’Reilly & Chatman, 1986). The various dimensions are characterized by different mindsets (Meyer & Herscovitch, 2001), develop in different ways, and have different implications for job behavior (e.g., Meyer, Stanley, Herscovitch, & Topolnytsky, 2002). Thus, there has been a strong desire on the parts of researchers and practitioners to understand how commitment dimensions develop and evolve over time. The period of organizational entry has been identified as one of the most important phases in the development of work attitudes, including organizational commitment (Buchanan, 1974; Kammeyer-Mueller & Wanberg, 2003; Mowday, Porter, & Steers,, 1982; Schaubroeck & Green, 1989; Wanous, 1980). The early months of employment correspond to the beginning of the relationship between the new employee and the organization, and, during this time, the newcomer defines his or her relationship to the organization and reinterprets the concept of himself/herself as “a functioning member of that organization” (Vandenberg & Self, 1993). Although the commitment process might actually begin even before the employee formally starts work in the organization, the first several months provide the first direct and concrete experience (Louis, 1980; Mowday et al., 1982) and, as such, appear crucial to the development of lasting commitment. Evidence that recently hired workers are the most likely to turn over (e.g. Farber, 1994; Jovanovic, 1979) confirms the importance of this early period of organizational entry in the development of commitment.