A meta-analysis of the relationship between occupational commitment and job performance

Abstract

Using a random effects model, we meta-analytically estimated the true correlations between occupational commitment (OCC) and performance outcomes. We analyzed 69 empirical studies related to OCC and job performance correlations, and addressed 4 issues: First, we identified that OCC was significantly related to task performance and overall organizational citizenship behavior. Second, we distinguished between the effects of OCC on individual and organizational citizenship behavior. Third, we identified potential moderators of the OCC–performance correlation. Finally, we compared the predictive validity of affective organizational commitment versus OCC in predicting performance outcomes. The results support that OCC explains incremental variance in task performance and organizational citizenship behavior, which suggests that OCC should be given greater emphasis in performance management programs.