The purpose of this paper is to investigate the interactions and the usefulness of distinguishing among employees’ affective commitments (ACs) to the job, to the…
The purpose of this paper is to investigate the interactions and the usefulness of distinguishing among employees’ affective commitments (ACs) to the job, to the department, and to the organization in relation to the effects of quitting intentions and job performance.
The authors conducted a survey questionnaire in the Danish healthcare system (n=496).
First, the authors demonstrates that AC to the job, to the department, and to the organization is factorially distinct. Second, the authors finds that AC to the department is related to intention to quit the department and the organization, whereas AC to the job and to the organization is not when considered as part of the analysis. The authors test for interactions between AC to the job, to the department, and to the organization in relation to quitting intentions, and find these results to be non-significant. Third, the authors finds that AC to the job is more strongly related to job performance than AC to the department and to the organization. Furthermore, AC to the department and to the organization moderates the relationship between AC to the job and job performance.
The results may suggest that practitioners could profit from considering AC toward the department when preventing employees’ quitting intentions. Further, practitioners could benefit from enhancing AC to different targets, especially to the job, in order to increase employees’ job performance.
This research contributes to an understanding of how ACs to multiple workplace targets are different and how they interact.
In order to contribute to the understanding of affective commitment towards distinct workplace targets, the purpose of this paper is to develop and validate a Multitarget…
In order to contribute to the understanding of affective commitment towards distinct workplace targets, the purpose of this paper is to develop and validate a Multitarget Affective Commitment Scale (MACS) through two data collections. The MACS uses similarly worded items for distinct targets and reflects the most recent theoretical development of affective commitment.
In the first data collection, items from previous commitment scales were tested through the social network service Facebook (n=305). The second data collection was conducted in the healthcare system of Denmark (n=496) using survey questionnaires.
In Study 1, exploratory factor analyses were conducted to reduce the items based on the Facebook data. In Study 2, the authors confirm the findings of Study 1 and further reduce the items based on the healthcare sample. The healthcare sample is also used in Study 3, where the authors validate the MACS by investigating its relationship with predictors, correlates, and outcomes.
The results suggest that the MACS are a reliable and valid measure of affective commitment compatible with the diverse targets to which affective commitment often occurs. Consequently, the MACS is applicable for research investigating multiply affective commitments, thereby advancing the understanding of interactions between affective commitments and diverse targets, among other applications.