A Path Analysis of a Model of the Antecedents and Consequences of Organizational Commitment

An attitudinal model of organizational commitment was tested using a sample of 367 managerial employees. Several aspects of the organization: perceived structure, process, and climate, as well as job satisfaction were found to be predictive of commitment. Job satisfaction and commitment were found to be equally predictive of voluntary turnover. Commitment was found to be predictive of individual motivation and objective job performance, but not of supervisors' ratings of job performance.

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