Abstract
This paper examined whether Morrow's (1993) model of five universal forms of work commitment (affective organizational commitment, continuance organizational commitment, career commitment, job involvement and work ethic endorsement) has empirical support. The paper explored the discriminant validity among the five scales of these commitment forms. It also tested Morrow's model regarding the interrelationships among them in comparison with an alternative conceptualization proposed by Randall and Cote (1991). Two hundred and thirty-eight nursing staff from two hospitals in western Canada were surveyed. Results of confirmatory factor analysis (LISREL VIII) and correlation analysis showed an acceptable discriminant validity among the five commitment foci. The results of path analysis (LISREL VIII) showed a poor fit with the data of Morrow's model and a better fit with the alternative model of Randall and Cote. Revised models based on the modification indices from both models were tested, and supported the Randall and Cote approach. The paper concludes with implications regarding the continuing assessment of Morrow's conceptualization to establish an acceptable definition and measurement of universal forms of work commitment. Copyright © 1999 John Wiley & Sons, Ltd.
Keywords
LISRELConceptualizationOrganizational commitmentPsychologyConfirmatory factor analysisDiscriminant validitySocial psychologyContinuanceStructural equation modelingPsychometricsDevelopmental psychologyStatisticsInternal consistencyComputer scienceMathematics
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Publication Info
- Year
- 1999
- Type
- article
- Volume
- 20
- Issue
- 3
- Pages
- 285-308
- Citations
- 172
- Access
- Closed
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Cite This
Aaron Cohen
(1999).
Relationships among five forms of commitment: an empirical assessment.
Journal of Organizational Behavior
, 20
(3)
, 285-308.
https://doi.org/10.1002/(sici)1099-1379(199905)20:3<285::aid-job887>3.0.co;2-r
Identifiers
- DOI
- 10.1002/(sici)1099-1379(199905)20:3<285::aid-job887>3.0.co;2-r