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.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: Social Behavior and Personality: an international journal
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
