Abstract
This study investigated the five scales of organizational commitment and its impacts on job satisfaction and turnover intention of IT employees. Existing three component model of organizational commitment including affective, continuance, and normative commitment(AC, CC, NC) has been widely used, especially in the western contexts. However, little attempt has been made to examine the extent to which the three component model is appropriate for Korean employees. Thus, we examined the validity of the existing three component model and developed the two new scales, Benefit-related Commitment(BC) and Relational Commitment(RC) reflecting unique cultural and institutional work values in Korean labor market. More importantly, we investigated the relationships among the five commitment scales, job satisfaction, and turnover intention of IT employees. The results showed strong evidence for the convergent and discriminant validity of newly developed BC and RC as well as AC, CC, and NC among them. Furthermore, the five commitment scales excluding CC and NC were positively related to job satisfaction. Also, all five commitment scales were negatively related to turnover intention. The findings provide theoretical implication for the commitment scales and managerial implication for the employees in IT service Industry.
Published Version
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 call