Reactions to work assignment as predictors of organizational commitment: The moderating effect of occupational identification

Abstract Workers in two military staff organizations ranked the extent to which they identified with their occupation and four organizational systems (e.g., immediate work unit, larger work unit, and so forth). Data indicated that individuals reporting the highest levels of satisfaction with initial work assignment and fairness in the assignment of current work tasks expressed greater commitment to the organization. However, among individuals reporting lower levels of these reactions to work assignments, occupational identification had an effect on commitment level. Individuals ranking their occupational identification highly indicated a higher commitment to the organization than those ranking their occupational identification at moderate or low levels. These results support the multiple commitment approach to the study of work commitment and extend the research on the effects of reactions to work tasks on commitment.

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