An examination of organizational and team commitment in a self-directed team environment.

A model hypothesizing differential relationships among predictor variables and individual commitment to the organization and work team was tested. Data from 485 members of sewing teams supported the existence of differential relationships between predictors and organizational and team commitment. In particular, intersender conflict and satisfaction with coworkers were more strongly related to team commitment than to organizational commitment. Resource-related conflict and satisfaction with supervision were more strongly related to organizational commitment than to team commitment. Perceived task interdependence was strongly related to both commitment foci. Contrary to prediction, the relationships between perceived task interdependence and the 2 commitment foci were not significantly different. Relationships with antecedent variables help explain how differential levels of commitment to the 2 foci may be formed. Indirect effects of exogenous variables are reported.

[1]  T. G. Cummings.  Self-Regulating Work Groups: A Socio-Technical Synthesis , 1978 .

[2]  W. L. Cron,et al.  Economic dependency on work: A moderator of the relationship between organizational commitment and performance. , 1995 .

[3]  Terri Gullickson,et al.  Classic readings in self-managing teamwork. , 1996 .

[4]  R. Liden,et al.  Perceived Organizational Support And Leader-Member Exchange: A Social Exchange Perspective , 1997 .

[5]  T. Wall,et al.  Outcomes of Autonomous Workgroups: A Long-Term Field Experiment , 1986 .

[6]  James L. Perry,et al.  Organizational Commitment , 1983 .

[7]  Hal B. Gregersen,et al.  Task interdependence and extrarole behavior : a test of the mediating effects of felt responsibility , 1991 .

[8]  D. Wakefield,et al.  On the Causal Ordering of Job Satisfaction and Organizational Commitment , 1986 .

[9]  Randall P. Settoon,et al.  Social Exchange in Organizations: Perceived Organizational Support, Leader-Member Exchange, and Employee Reciprocity , 1996 .

[10]  M. Sobel.  Direct and Indirect Effects in Linear Structural Equation Models , 1987 .

[11]  R. Golembiewski.  Handbook of Organizational Behavior , 2001 .

[12]  D. Rousseau.  Psychological and implied contracts in organizations , 1989 .

[13]  M. Kiggundu.  Task interdependence and job design: test of a theory. , 1983, Organizational behavior and human performance.

[14]  Charles E. Lance,et al.  Examining the Causal Order of Job Satisfaction and Organizational Commitment , 1992 .

[15]  Richard M. Steers,et al.  Structural influences on organizational commitment , 1980 .

[16]  James C. Anderson,et al.  STRUCTURAL EQUATION MODELING IN PRACTICE: A REVIEW AND RECOMMENDED TWO-STEP APPROACH , 1988 .

[17]  Edward E. Rigdon,et al.  CFI versus RMSEA: A comparison of two fit indexes for structural equation modeling , 1996 .

[18]  J. Hackman,et al.  The design of work teams , 1987 .

[19]  Larry J. Williams,et al.  Antecedents and consequences of satisfaction and commitment in turnover models: A reanalysis using latent variable structural equation methods. , 1986 .

[20]  Robert A. Snyder,et al.  A second look at need for achievement and need for autonomy as moderators of role perception–outcome relationships. , 1979 .

[21]  R. Kahn,et al.  Organizational Stress: Studies in Role Conflict and Ambiguity. , 1965 .

[22]  Yehuda Baruch,et al.  Alternative Models for Antecedents and Outcomes of Work Centrality and Job Satisfaction of High-Tech Personnel , 1997 .

[23]  Daniel M. Eveleth,et al.  Foci And Bases Of Employee Commitment: Implications For Job Performance , 1996 .

[24]  Ed Musselwhite,et al.  Self Directed Work Teams: The New American Challenge , 1990 .

[25]  M. Kiggundu,et al.  Task Interdependence and the Theory of Job Design , 1981 .

[26]  J. Hackman,et al.  The psychology of self-management in organizations , 1986 .

[27]  Carl D. Riegel,et al.  The Multidimensional View of Commitment and the Theory of Reasoned Action: A Comparative Evaluation , 1995 .

[28]  Arne L. Kalleberg,et al.  Work Organization and Workforce Commitment: A Study of Plants and Employees in the U.S. and Japan , 1985 .

[29]  P. Blau.  Exchange and Power in Social Life , 1964 .

[30]  Lois E. Tetrick,et al.  A three-wave longitudinal analysis of the causal ordering of satisfaction and commitment on turnover decisions , 1989 .

[31]  H. Gregersen.  Multiple commitments at work and extrarole behavior during three stages of organizational tenure , 1993 .

[32]  John E. Mathieu,et al.  A causal model of the antecedents of organizational commitment among professionals and nonprofessionals. , 1989 .

[33]  A. Gouldner.  THE NORM OF RECIPROCITY: A PRELIMINARY STATEMENT * , 1960 .

[34]  J. Mathieu,et al.  A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment , 1990 .

[35]  R. P. McDonald,et al.  Structural Equations with Latent Variables , 1989 .

[36]  Thomas E. Becker.  Foci and Bases of Commitment: Are They Distinctions Worth Making? , 1992 .

[37]  J. Mathieu.  A cross-level nonrecursive model of the antecedents of organizational commitment and satisfaction. , 1991 .

[38]  John R. Ogilvie,et al.  The Role of Human Resource Management Practices in Predicting Organizational Commitment , 1986 .

[39]  V. Vroom.  Work and motivation , 1964 .

[40]  J. S. Long,et al.  Testing Structural Equation Models , 1993 .

[41]  J. S. Long,et al.  Testing Structural Equation Models , 1993 .

[42]  S. Lirtzman,et al.  Role Conflict and Ambiguity in Complex Organizations. , 1970 .

[43]  T. S. Bateman,et al.  A longitudinal analysis of the antecedents of organizational commitment. , 1984, Academy of Management journal. Academy of Management.

[44]  P. M. Podsakoff,et al.  Self-Reports in Organizational Research: Problems and Prospects , 1986 .

[45]  E. Lawler,et al.  Behavior in Organizations , 1986 .

[46]  Gina J. Medsker,et al.  RELATIONS BETWEEN WORK GROUP CHARACTERISTICS AND EFFECTIVENESS: IMPLICATIONS FOR DESIGNING EFFECTIVE WORK GROUPS , 1993 .

[47]  Paul E. Spector.  Method variance as an artifact in self-reported affect and perceptions at work: Myth or significant problem? , 1987 .

[48]  Fred Luthans,et al.  Organizational Commitment: Analysis of Antecedents , 1987 .

[49]  H. P. Sims,et al.  Leading Workers to Lead Themselves: The External Leadership of Self-Managing Work Teams. , 1987 .

[50]  H. P. Sims,et al.  Searching for the “Unleader”: Organizational Member Views on Leading Self-Managed Groups , 1984 .

[51]  Gina J. Medsker,et al.  A Review of Current Practices for Evaluating Causal Models in Organizational Behavior and Human Resources Management Research , 1994 .

[52]  E. A. Locke,et al.  A theory of goal setting & task performance , 1990 .

[53]  Elizabeth Wolfe Morrison,et al.  Role Definitions and Organizational Citizenship Behavior: The Importance of the Employee's Perspective , 1994 .

[54]  L. Porter,et al.  The Measurement of Organizational Commitment. , 1979 .

[55]  James C. Anderson,et al.  Monte Carlo Evaluations of Goodness of Fit Indices for Structural Equation Models , 1992 .

[56]  Arnon E. Reichers,et al.  A review and reconceptualization of organizational commitment. , 1985, Academy of management review. Academy of Management.

[57]  Denise M. Rousseau,et al.  CHANGING OBLIGATIONS AND THE PSYCHOLOGICAL CONTRACT: A LONGITUDINAL STUDY , 1994 .

[58]  John A. Miller.  Self-directed Work Teams: The New American Challenge , 1992 .

[59]  R. Eisenberger,et al.  Perceived Organizational Support and Employee Diligence, Commitment, and Innovation , 1990 .

[60]  C. Cooper,et al.  International review of industrial and organizational psychology , 1986 .

[61]  Ramon J. Aldag,et al.  Antecedents of Organizational Commitment Among Hospital Nurses , 1980 .

[62]  Thomas E. Becker,et al.  Profiles of commitment: An empirical test , 1993 .

[63]  L. H. Peters,et al.  Situational Constraints and Work Outcomes: The Influences Of a Frequently Overlooked Construct , 1980 .

[64]  Paul E. Spector.  Using self‐report questionnaires in OB research: A comment on the use of a controversial method , 1994 .

[65]  R. Vandenberg,et al.  Multitrait-Multimethod Validation of the Satisfaction with My Supervisor Scale , 1992 .

[66]  Paul E. Spector,et al.  The nature and effects of method variance in organizational research , 1995 .