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Commitment and employee behavior: comparison of affective commitment and continuance commitment with perceived
The Journal of Applied Psychology
|October 1, 1993
Summary
Perceived organizational support (POS) best predicts employee citizenship behaviors, surpassing traditional commitment measures. POS fosters a sense of obligation, driving positive work conduct and enhancing organizational commitment.
Area of Science:
- Organizational Psychology
- Social Psychology
Background:
- The social exchange theory posits that perceived organizational support (POS) fosters employee commitment and positive work behaviors.
- Traditional commitment concepts include affective commitment (AC) and continuance commitment (CC).
Purpose of the Study:
- To compare the predictive power of POS, AC, and CC on employee behaviors.
- To investigate the relationship between these commitment types and organizational citizenship and impression management.
Main Methods:
- Survey data collected from 383 employees and their managers.
- Statistical analysis to determine the best predictors of employee behavior.
Main Results:
- POS was the strongest predictor of organizational citizenship behavior.
- Both AC and POS positively correlated with organizational citizenship, while CC negatively correlated.
- AC and POS positively correlated with impression management behaviors, while CC did not.
Conclusions:
- Perceived organizational support significantly influences employee work behavior, supporting social exchange theory.
- POS is a more potent predictor of citizenship behaviors than traditional commitment measures.
- Organizational support and affective commitment are key drivers of positive employee conduct.