Abstract
Among a representative sample of the Dutch population (Study 1: N = 690), careeroriented and team-oriented commitment were assessed, in addition to affective organizational commitment (Meyer & Allen, 1991).Confirmatory factor analysis supported the proposed distinction between the 2 specific forms of commitment at the measurement level.Furthermore, the construct validity of team-oriented and career-oriented commitment as well as their differential implications were corroborated by self-reports of workrelated behavior 1 year later.The distinction between career-oriented and team-oriented commitment was then cross-validated in a 2nd study, among employees of a financial service organization in Belgium (TV = 287), in which the constructs proved to be not only differentially related to self-reported behavior at work, but also predictive of performance ratings by superiors.
Keywords
PsychologyOrganizational commitmentWork (physics)Social psychologyApplied psychology
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Publication Info
- Year
- 1998
- Type
- article
- Volume
- 83
- Issue
- 5
- Pages
- 717-730
- Citations
- 353
- Access
- Closed
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Cite This
Naomi Ellemers,
Dick de Gilder,
H. van den Heuvel
(1998).
Career-oriented versus team-oriented commitment and behavior at work..
Journal of Applied Psychology
, 83
(5)
, 717-730.
https://doi.org/10.1037/0021-9010.83.5.717
Identifiers
- DOI
- 10.1037/0021-9010.83.5.717