Abstract
Summary: We conducted a study to examine the reliability and validity of four dimensions of organizational commitment. Using two samples from various organizations in Belgium (Ns = 216 and 201), we investigated internalization, compliance, and affective and continuance commitment as dimensions of employee commitment to the organization. Confirmatory factor analysis by LISREL showed that the four factors were reasonably distinct. However, the scales are in need of further refinement because (a) internalization and affective commitment are strongly correlated with each other and display similar relationships with major criterion variables (e. g., met expectations, job satisfaction, and intent to leave); (b) the compliance scale shows weak reliability and needs to be expanded. The implications of these results for future research are discussed.
References
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