Examining a multidimensional model of attitudinal commitment

Citation
Examining a multidimensional model of attitudinal commitment

Material Information

Title:
Examining a multidimensional model of attitudinal commitment
Creator:
Groff, Kyle W
Place of Publication:
[Tampa, Fla]
Publisher:
University of South Florida
Publication Date:
Language:
English

Subjects

Subjects / Keywords:
Organizational commitment
Affective commitment
Positive affect
Identification
Willingness to exert effort
Dissertations, Academic -- Psychology -- Masters -- USF ( lcsh )
Genre:
non-fiction ( marcgt )

Notes

Abstract:
ABSTRACT: Attitudinal commitment (AOC) to the organization is consistently viewed as the most desirable form of organizational commitment due to its consistently positive relationship with many desirable workplace outcomes. Though researchers tend to overlap considerably with their definitions of attitudinal commitment, consensus on how to define and operationalize this form of organizational commitment has yet to be reached. Recently, Jaussi (2007) proposed a multidimensional model of AOC that borrows from the various conceptualizations of AOC in an attempt to form an all encompassing scale. The current study examined the utility of using a multidimensional measure of AOC by examining the unique relationships that the dimensions of AOC have with other forms of commitment as well important workplace correlates and outcomes. Bivariate correlations were used to examine the relationships that the dimensions of AOC have with other forms of organizational commitment. In addition, hierarchical regression analyses were used to examine the unique variance that particular dimensions of AOC account for in correlates and outcomes of organizational commitment. Finally, hierarchical regression was used to examine the variance that the set of AOC dimensions accounts for in focal behaviors (e.g., turnover intentions). Results indicate that using a multidimensional model of attitudinal commitment could prove fruitful for both researchers and organizations. Implications for research and practice are discussed.
Thesis:
Thesis (M.A.)--University of South Florida, 2009.
Bibliography:
Includes bibliographical references.
System Details:
Mode of access: World Wide Web.
System Details:
System requirements: World Wide Web browser and PDF reader.
General Note:
Title from PDF of title page.
General Note:
Document formatted into pages; contains 73 pages.
Statement of Responsibility:
by Kyle W. Groff.

Record Information

Source Institution:
University of South Florida Library
Holding Location:
University of South Florida
Rights Management:
All applicable rights reserved by the source institution and holding location.
Resource Identifier:
002029499 ( ALEPH )
436931029 ( OCLC )
E14-SFE0002914 ( USFLDC DOI )
e14.2914 ( USFLDC Handle )

Postcard Information

Format:
Book

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This item has the following downloads:


Full Text
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ABSTRACT: Attitudinal commitment (AOC) to the organization is consistently viewed as the most desirable form of organizational commitment due to its consistently positive relationship with many desirable workplace outcomes. Though researchers tend to overlap considerably with their definitions of attitudinal commitment, consensus on how to define and operationalize this form of organizational commitment has yet to be reached. Recently, Jaussi (2007) proposed a multidimensional model of AOC that borrows from the various conceptualizations of AOC in an attempt to form an all encompassing scale. The current study examined the utility of using a multidimensional measure of AOC by examining the unique relationships that the dimensions of AOC have with other forms of commitment as well important workplace correlates and outcomes. Bivariate correlations were used to examine the relationships that the dimensions of AOC have with other forms of organizational commitment. In addition, hierarchical regression analyses were used to examine the unique variance that particular dimensions of AOC account for in correlates and outcomes of organizational commitment. Finally, hierarchical regression was used to examine the variance that the set of AOC dimensions accounts for in focal behaviors (e.g., turnover intentions). Results indicate that using a multidimensional model of attitudinal commitment could prove fruitful for both researchers and organizations. Implications for research and practice are discussed.
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Identification
Willingness to exert effort
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