Exchange Theory Determinants of Affective and Continuance Commitment and Turnover

Abstract An exchange-based model of commitment and turnover predicted that variables assessing ease and desirability of leaving the organization determine affective and continuance commitment differently. The results of a survey of bank tellers ( n = 578) suggested that greater ease of leaving is associated with lower continuance commitment and that greater ease and desirability are associated with lower affective commitment. In addition, affective commitment, but not continuance commitment, significantly predicted intent to turnover and actual voluntary turnover. The results suggest that the influences of omitted variables and unique organizational socialization and exchange processes need to be considered in future research.