Organizational Commitment, Job Involvement, and Turnover: A Substantive and Methodological Analysis

This study was conducted to examine the hypothesis that organizational commitment and job involvement interact in the prediction of turnover (Blau & Boal, 1987). Prior work in this area has not incorporated a sufficiently broad definition of commitment, has omitted relevant covariates, and has utilized inappropriate estimation procedures (ordinary least-squares regression [OLS]). The presence of a commitment–involvement interaction was tested in three estimation models with data obtained from 138 supervisors. Models estimated with OLS replicated prior work (Blau & Boal, 1989) irrespective of whether additional covariates were included. Identical models estimated with logistic regression provided no support for the presence of a commitment–involvement interaction. It is concluded that results obtained with linear techniques are a function of an inappropriate estimation procedure when the dependent variable is binary. The potential impact of the widespread use of linear estimation procedures in turnover research is discussed.