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J Psychol. 2010 May-Jun;144(3):285-312. doi: 10.1080/00223981003648302.

Dimensionality and consequences of employee commitment to supervisors: a two-study examination.

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1
Faculté d'Administration, Université de Sherbrooke, Québec, Canada. guylaine.landry@usherbrooke.ca

Abstract

Research on the 3-component model of organizational commitment--affective, normative, and continuance--has suggested that continuance commitment comprises 2 subcomponents, perceived lack of alternatives and sacrifice (e.g., S. J. Jaros, 1997; G. W. McGee & R. C. Ford, 1987). The authors aimed to extend that research in the context of employees' commitment to their immediate supervisors. Through two studies, they examined the validity and consequences of a 4-factor model of commitment to supervisors including affective, normative, continuance-alternatives, and continuance-sacrifice components. Study 1 (N = 317) revealed that the 4 components of commitment to supervisors were distinguishable from the corresponding components of organizational commitment. Study 2 (N = 240) further showed that the 4 components of commitment to supervisors differentially related to intention to leave the supervisor, supervisor-directed negative affect and emotional exhaustion. The authors discuss the implications of these findings for the management of employee commitment in organizations.

PMID:
20461932
DOI:
10.1080/00223981003648302
[Indexed for MEDLINE]
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