고종욱 (2012). 조직몰입에 대한 삼차원적 개념화의 타당성 재검토. 한국정책연구, 12 (2), 23-39.
김성춘 (2017, 6. 14). 2017년 500대 기업(1위~100위). CEO스코어데일리 http://www. ceoscoredaily.com/news/article.html?no=30046.
안정원, 이순묵 (2015). 조직몰입 3 요소 모형의 내적구조 검토. 한국심리학회지: 산업및 조직, 28(4), 795-827.
윤경우 (2006). 한중일 3국 기업문화의 유사성과 차이성 비교. 중소연구, 29(4), 47-99.
이순묵, 윤창영, 이민형, 정선호 (2016). 탐색적 요인분석: 어떻게 달라지나?. 한국심리학회지: 일반, 35(1), 217-255.
이순묵 (1995). 요인분석 I. 서울: 학지사.
이필석, 천석준, & 이선희 (2014). 방법론 논문: 중간보기 “?” 의 차별적 사용에 대한 한국과 미국 간 비교문화적 검증: 혼합 문항반응 분석의 적용. 한국심리학회지: 일반, 33(3), 647-672.
최영희 (2015). 100대기업 평균근속년수 12년. 월간현대경영.(585), 20-21.
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of occupational psychology, 63(1), 1-18.
Asparouhov, T., & Muthén, B. (2009). Exploratory structural equation modeling. Structural Equation Modeling: A Multidisciplinary Journal, 16(3), 397-438.
Bergman, M. E. (2006). The relationship between affective and normative commitment: review and research agenda. Journal of Organizational Behavior, 27(5), 645-663.
Boyacigiller, N. A., & Adler, N. J. (1991). The parochial dinosaur: Organizational science in a global context. Academy of management Review, 16(2), 262-290.
Bovaird, J. A., & Koziol, N. A. (2012). Measurement models for ordered-categorical indicators. Handbook of structural equation modeling, 495-511.
Brown, S. P. (1996). A meta-analysis and review of organizational research on job involvement. Psychological bulletin, 120(2), 235.
Browne, M. W. (2001). An overview of analytic rotation in exploratory factor analysis. Multivariate Behavioral Research, 36(1), 111-150.
Buchanan, B. (1974). Building organizational commitment: The socialization of managers in work organizations. Administrative science quarterly, 533-546.
Cascio, W. F. (1992). Integrated Video Series for Managing Human Resources. McGraw Hill.
Chang, C. S., & Chang, H. H. (2007). Effects of internal marketing on nurse job satisfaction and organizational commitment: example of medical centers in Southern Taiwan. Journal of Nursing Research, 15(4), 265-274.
Chen, Z. X., & Francesco, A. M. (2003). The relationship between the three components of commitment and employee performance in China. Journal of Vocational Behavior, 62(3), 490-510.
Cheng, Y., & Stockdale, M. S. (2003). The validity of the three-component model of organizational commitment in a Chinese context. Journal of Vocational Behavior, 62(3), 465-489.
Cohen, A. (2003). Multiple commitments in the workplace: An integrative approach. Psychology Press.
Dunham, R. B., Grube, J. A., & Castaneda, M. B. (1994). Organizational commitment: The utility of an integrative definition. Journal of Applied Psychology, 79(3), 370.
Fischer, R., & Mansell, A. (2009). Commitment across cultures: A meta-analytical approach. Journal of International Business Studies, 40(8), 1339-1358.
Hofstede, G. (1980a). Culture’s consequences: international differences in work-related values. Beverly Hills.
Hofstede, G., Hofstede, G. J., & Minkov, M. (1991). Cultures and organizations: Software of the mind (Vol. 2). London: McGraw-Hill.
Horn, J. L. (1965). A rationale and test for the number of factors in factor analysis. Psychometrika, 30(2), 179-185.
Jaros, S. (1997). An assessment of Meyer and Allen's (1991) three-component model of organizational commitment and turnover intentions. Journal of vocational behavior, 51(3), 319-337.
Jaros, S. (2007). Meyer and Allen model of organizational commitment: Measurement issues. ICFAI Journal of Organizational Behavior, 6(4), 7-25.
Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The job Satisfaction - Job Performance Relationship: A Qualitative and Quantitative review. Psychological Bulletin, 127(3), 376-407.
Ko, J. W., Price, J. L., & Mueller, C. W. (1997). Assessment of Meyer and Allen's three-component model of organizational commitment in South Korea. Journal of applied psychology, 82(6), 961.
Lake, C. J., Gopalkrishnan, P., Sliter, M. T., & Withrow, S. (2010). The Job Descriptive Index: Newly updated and available for download. The Industrial-Organizational Psychologist, 48(1), 47-49.
Lee, K., Allen, N. J., Meyer, J. P., & Rhee, K. Y. (2001). The Three‐Component Model of Organisational Commitment: An Application to South Korea. Applied psychology, 50(4), 596-614.
Magazine, S. L., Williams, L. J., & Williams, M. L. (1996). A confirmatory factor analysis examination of reverse coding effects in Meyer and Allen's affective and continuance commitment scales. Educational and Psychological Measurement, 56(2), 241-250.
Marsh, H. W., Morin, A. J., Parker, P. D., & Kaur, G. (2014). Exploratory structural equation modeling: An integration of the best features of exploratory and confirmatory factor analysis. Annual review of clinical psychology, 10, 85-110.
Martin, T. N., Price, J. L., & Mueller, C. W. (1981). Job performance and turnover. Journal of Applied Psychology, 66(1), 116.
McGee, G. W., & Ford, R. C. (1987). Two (or more?) dimensions of organizational commitment: Reexamination of the affective and continuance commitment scales. Journal of applied psychology, 72(4), 638.
Meyer, J. P., & Allen, N. J. (1988). Links between work experiences and organizational commitment during the first year of employment: A longitudinal analysis*. Journal of occupational psychology, 61(3), 195-209.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human resource management review, 1(1), 61-89.
Meyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human resource management review, 11(3), 299-326.
Meyer, J. P., & Parfyonova, N. M. (2010). Normative commitment in the workplace: A theoretical analysis and re-conceptualization. Human resource management review, 20(4), 283-294.
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of applied psychology, 78(4), 538.
Meyer, J. P., Becker, T. E., & Van Dick, R. (2006). Social identities and commitments at work: Toward an integrative model. Journal of Organizational Behavior, 27(5), 665-683.
Meyer, J. P., Becker, T. E., & Vandenberghe, C. (2004). Employee commitment and motivation: a conceptual analysis and integrative model. Journal of applied psychology, 89(6), 991.
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of vocational behavior, 61(1), 20-52.
Milkovich, G. T., & Boudreau, J. W. (1991). Human Resource Management, Chicago, Illinois, Irwin.
Montanelli Jr, R. G., & Humphreys, L. G. (1976). Latent roots of random data correlation matrices with squared multiple correlations on the diagonal: A Monte Carlo study. Psychometrika, 41(3), 341-348.
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of vocational behavior, 14(2), 224-247.
Muthén, L.K. and Muthén, B.O. (2010). Mplus User’s Guide. Sixth Edition. Los Angeles, CA: Muthén & Muthén.
O’Reilly, C. A., & Chatman, J. A. (1996). Culture as Social Control: Corporation, Culture and Comitment. Research in Organisational Behavior.
Pfeffer, J., & Salancik, G. R. (1997). The Design and Management of Externally Controlled Organisations. Organization Theory: Selected Readings. Penguin Books,.
Powell, D. M., & Meyer, J. P. (2004). Side-bet theory and the three-component model of organizational commitment. Journal of vocational behavior, 65(1), 157-177.
Preacher, K. J., & MacCallum, R. C. (2003). Repairing Tom Swift's electric factor analysis machine. Understanding statistics: Statistical issues in psychology, education, and the social sciences, 2(1), 13-43.
Quinn, R. P., & Staines, G. L. (1979). The 1977 quality of employment survey: Descriptive statistics, with comparison data from the 1969-70 and the 1972-73 surveys.
Riketta, M. (2002). Attitudinal organizational commitment and job performance: a Meta-analysis. Journal of Organizational Behavior, 23, 257-266.
Rousseau, D. M. (1990). Normative beliefs in fund-raising organizations linking culture to organizational performance and individual responses. Group & Organization Management, 15(4), 448-460.
Rousseau, D. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements. Sage Publications.
Rousseau, D. M., & Wade-Benzoni, K. A. (1995). Changing individual-organization attachments: A two-way street.
Smith, P. C., Kendall, L. M., & Hulin, C. L. (1969). The measurement of satisfaction in work and behavior. Chicago: Raud McNally.
Solinger, O. N., Van Olffen, W., & Roe, R. A. (2008). Beyond the three-component model of organizational commitment. Journal of applied psychology, 93(1), 70.
Somers, M. J. (1995). Organizational commitment, turnover and absenteeism: An examination of direct and interaction effects. Journal of organizational behavior, 16(1), 49-58.
Sulsky, L. M. (1999). Review of Commitment in the workplace: Theory, research, and application (Vol. 40, No. 4, p. 383). Canadian Psychological Association.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta‐analytic findings. Personnel psychology, 46(2), 259-293.
Vandenberg, R. J., & Self, R. M. (1993). Assessing newcomers' changing commitments to the organization during the first 6 months of work. Journal of Applied Psychology, 78(4), 557.
Wiener, Y. (1982). Commitment in organizations: A normative view. Academy of management review, 7(3), 418-428.
- Abstract viewed - 104 times
- PDF downloaded - 127 times
This work is licensed under a Creative Commons Attribution 4.0 International License.
© Korean Society for Industrial and Organizational Psychology, 2018
How to Cite
Conceptualization and validation of organizational commitment
Focused on full time workers of domestic banks in Korea
Vol 31 No 2 (2018): Korean Journal of Industrial and Organizational Psychology
Submitted: Jan 16, 2018
Published: May 31, 2018
We reviewed the key measurement and conceptualization problems of the Allen and Meyer's (1990) three-component model (TCM) of organizational commitment (OC), and established an unequivocal grounding of the OC concept which Korean workers perceive. To that end, we examined internal structures of OC construct and validated it in the context of workers in Korean domestic banks. Overall two studies were conducted with data collected from a sample of 519 full time workers of seven domestic banks in Korea. While affective (AC) and continuance commitment (CC) were measured using scales of the TCM as customized, normative commitment (NC) was measured using the six-item scale (Jaros, 2007) according to the researcher's hypotheses on conceptualization of OC. In study 1, measures of the 290 respondents were analyzed using exploratory structural equation modeling (ESEM). There were two phases scrutinizing factor structures of the OC scales. First, ESEM was conducted on the items of OC scale, and on the items measuring other constructs (assumed to be similar to OC or antecedents of OC). The result revealed that, contrary to our expectation, a unidimensional model of AC consisting of 10 items as indicators including six items of the AC construct and four items of the NC construct, fit the data best. In study 2, measures of the rest 229 respondents were analyzed using confirmatory factor analysis (CFA) to confirm the model developed in study 1. The result revealed that the unidimensional model of AC fit the data better than the other two-factor (AC, NC) and three-factor(AC, NC, CC) models. We concluded that the construct of OC for Korean bank workers, especially domestic bank officers can best be understood as a singular construct of affective dimension which is newly conceptualized and validated through the current study. Such a result was interpreted in light of the organizational cultural value orientations in Korean domestic banks. Implications for OC theory and its application were discussed concerning the present results.