Affective, continuance, and normative commitment to the organization: a meta-analysis of antecedents, correlates, and consequences

2015-10-20 16:31:55
Affective, continuance, and normative commitment to the organization: a meta-analysis of antecedents, correlates, and consequences
Publication date2002
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AbstractThe authors conducted meta-analyses to assess (a) relations among affective, continuance, and normative commitment to the organization and (b) relations between the three forms of commitment and variables identified as their antecedents, correlates, and consequences in Meyer and Allen’s (1991) Three-Component Model. They found that the three forms of commitment are related yet distinguishable from one another as well as from job satisfaction, job involvement, and occupational commitment. Affective and continuance commitment generally correlated as expected with their hypothesized antecedent variables;no unique antecedents of normative commitment were identified. Also, as expected, all three forms of commitment related negatively to withdrawal cognition and turnover, and affective commitment had the strongest and most favorable correlations with organization-relevant (attendance, performance, and organizational citizenship behavior) and employee-relevant (stress and work–family conflict) outcomes. Normative commitment was also associated with desirable outcomes, albeit not as strongly. Continuance commitment was unrelated, or related negatively, to these outcomes. Comparisons of studies conducted within and outside North America revealed considerable similarity yet suggested that more systematic primary research concerning cultural differences is warranted.
TagCloudmeta-analysis; affective, continuance, and normative organizational commitment; work conditions; turnover; organizational behavior
Méthodoogy & Field of research (targeted population & number)scanning the PsychLit (1985–2000), PsycInfo (1985–2000), and ProQuest Direct (1990–2000) ; searched the Social Sciences Citation Index up to and including the year 2000 ; manual search was conducted by contacting the authors of the published studies
DiscussionThree-Component Model ; work experiences were found to have much stronger relations, particularly with affective commitment ; affective commitment correlates strongly with the various forms of organizational justice (i.e., distributive, procedural, and interactional) and with transformational leadership ; all three forms of organizational commitment correlate negatively with withdrawal cognition, turnover intention, and turnover ; Affective commitment has the strongest positive correlation with these desirable work behaviors, followed by normative commitment ; affective commitment might have benefits for employees as well as for organizations
Limites
Ouverture / Perspectiveneed more research using experimental, quasi-experimental, or longitudinal designs that are better suited to detecting causal effects ; interactions among the components ; more systematic cross-cultural research in which relations among the constructs are examined in the context of existing theories of cultural differences
Conclusion
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Affective, continuance, and normative commitment to the organization: a meta-analysis of antecedents, correlates, and consequences

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