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Related Experiment Videos

Commitment and employee behavior: comparison of affective commitment and continuance commitment with perceived

L M Shore1, S J Wayne

  • 1Department of Management, Georgia State University, Atlanta 30302-4014.

The Journal of Applied Psychology
|October 1, 1993
PubMed
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.

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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.

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  • 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.