EVects of management communication, opportunity for learning, and work schedule Xexibility on organizational commitment

In the current career climate characterized by change and turbulence, employees may demonstrate limited organizational commitment to their employers. Rousseau (1998) suggests that two key ways to elicit loyalty from employees today are to reinforce perceptions of organizational membership and demonstrate organizational care and support for employees. Based on her conceptual framework, we examined the separate and synergistic eVects of three valued aspects of the work environment—management communication, opportunity for learning, and work schedule Xexibility—on organizational commitment. With 1770 full-time and 273 part-time workers of a large national retailer, we found that all three variables had positive main eVects on organizational commitment. Also, they three-way interacted to aVect part-time workers’ organizational commitment. The implications of these Wndings for research on organizational commitment and on comparisons of full-time and part-time workers are discussed. © 2005 Elsevier Inc. All rights reserved. Keyword: Organizational commitment This research was supported in part by a grant from the CDC/NIOSH [Centers for Disease Control and Prevention / the National Institute for Occupational Safety and Health] (D.M. Dejoy, principal investigator). However, the contents of this paper are the responsibility of the authors and do not necessarily represent the oYcial views of CDC or NIOSH. * Corresponding author. Fax: +1 706 542 3743. E-mail address: [email protected] (T.W.H. Ng). T.W.H. Ng et al. / Journal of Vocational Behavior 68 (2006) 474–489 475