A Comparison of Linear and Nonlinear Relations between Organizational Commitment and Work Outcomes

Journal of Applied Psychology. Vol 92. Issue 3. Year 2007

University of Alberta School of Business Research Paper No. 2013-452

Posted: 28 May 2013

See all articles by Andrew A. Luchak

Andrew A. Luchak

University of Alberta - Department of Strategic Management and Organization

Ian R. Gellatly

University of Alberta - Department of Strategic Management and Organization

Date Written: May 1, 2006

Abstract

The authors compared linear and nonlinear relations between affective and continuance commitment and 3 commonly studied work outcomes (turnover cognitions, absenteeism, and job performance), observed in 3 separate research settings. Using a linear model, they replicated the common observation in the literature that affective commitment is more strongly related to work outcomes than continuance commitment. Introducing a higher order continuance commitment term into the same equations, however, they found that the linear model seriously understated the magnitude of continuance commitment's effect on all 3 criterion measures. These findings are consistent with recent developments that identify different motivational mindsets associated with affective and continuance commitment (J. P. Meyer, T. E. Becker, & C. Vandenberghe, 2004).

Suggested Citation

Luchak, Andrew A. and Gellatly, Ian R., A Comparison of Linear and Nonlinear Relations between Organizational Commitment and Work Outcomes (May 1, 2006). Journal of Applied Psychology. Vol 92. Issue 3. Year 2007 ; University of Alberta School of Business Research Paper No. 2013-452. Available at SSRN: https://ssrn.com/abstract=2270736

Andrew A. Luchak (Contact Author)

University of Alberta - Department of Strategic Management and Organization ( email )

Edmonton, Alberta T6G 2R6
Canada

Ian R. Gellatly

University of Alberta - Department of Strategic Management and Organization ( email )

Edmonton, Alberta T6G 2R6
Canada

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