The authors compared linear and nonlinear relations between affective and continuance commitment and 3 commonly studied work outcomes (turnover cognitions, absenteeism, and job performance), observed in 3 separate research settings. Using a linear model, they replicated the common observation in the literature that affective commitment is more strongly related to work outcomes than continuance ...

Article history: Received 25 November 2011 Available online 11 March 2012 Using a one-year longitudinal study of four components of organizational commitment (affective, normative, continuance–sacrifices, and continuance–alternatives) on a sample of employees frommultiple organizations (N=220), we examined the relationships of employee Big-Five personality traits to employee commitment componen...

A positive relationship between employee engagement and affective commitment is already documented in the literature. However, we do not adequately know how engagement is associated with continuance and normative commitment. Using survey methodology we find that while engagement has a non-significant positive association with continuance commitment; it has a positive association with normative ...

A positive relationship between employee engagement and affective commitment is already documented in the literature. However, we do not adequately know how engagement is associated with continuance and normative commitment. Using survey methodology we find that while engagement has a non-significant positive association with continuance commitment, it has a positive association with normative ...

Incorporating commitment theory from social psychology and management science literature, this paper proposes a IS continuance model that explains users’ intention to continuously use IS technologies. We argue that users’ intention to continue using a IS technology (i.e., IS continuance) is determined by their commitment to that specific technology and moderated by the brand-specific technology...

This research examines the influence of job satisfaction and three dimensions of organizational commitment (i.e., affective, continuance, and normative) on the intention to leave, job search activity, performance, and leadership effectiveness of executives. Job satisfaction and the commitment dimensions were hypothesized to negatively predict the retention-related variables. Results generally s...

Organizational commitment is crucial to hospitals due to the critical role that employees play in the provision of healthcare services. In this study, we investigate the relationship between job satisfaction and organizational commitment (affective commitment, normative commitment and continuance commitment) in pay hospitals in Konya city, Turkey. The findings of the research indicated that job...

This study explored the linkages between the five-factor model of personality and Meyer and Allen’s (1991) model of organizational commitment using a field sample. Results indicated that Extraversion was significantly related to affective commitment, continuance commitment, and normative commitment. Neuroticism, Conscientiousness, and Openness to Experience were all significantly related to con...

background: the organizational commitment concept attracted many researchers’ attention to this field; because staff commitment is a strong and effective power of success these organizations. the current study conducted with the aim of investigation the effective factors on organizational commitment dimensions in the view of physicians and sub- physicians’ inductee to service law based on peste...

Salespersons play an important role in business transactions and serve as interfaces and bridges between firms and customers. This study attempts to explore the relationship between the two factors (salesperson demographics and leadership style) and continuance organizational commitment using salespersons in Taiwan’s retailing services industry as the population. In order to collect primary dat...