Abstract
A three component model of organizational commitment was used to study job withdrawal intentions, turnover and absenteeism. Affective commitment emerged as the most consistent predictor of these outcome variables and was the only view of commitment related to turnover and to absenteeism. In contrast, normative commitment was related only to withdrawal intentions while no direct effects for continuance commitment were observed. Continuance commitment, however, interacted with affective commitment in predicting job withdrawal intentions and absenteeism. The form of the interaction was such that high sunk costs tempered relationships between affective commitment and the relevant outcome variables.
Original language | English (US) |
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Pages (from-to) | 49-58 |
Number of pages | 10 |
Journal | Journal of Organizational Behavior |
Volume | 16 |
Issue number | 1 |
DOIs | |
State | Published - Jan 1995 |
All Science Journal Classification (ASJC) codes
- Applied Psychology
- Sociology and Political Science
- General Psychology
- Organizational Behavior and Human Resource Management