Abstract
Previous research revealed that commitment to more specific foci than the organization as a whole is better suited to predict specific employee behaviors. We extend this research by proposing and evaluating specific forms of work commitment that are applicable across a broad range of work situations: work-group, work-content, and work-results commitment. Two studies (N 1 = 16,389; N 2 = 482) supported the distinction between these forms of work commitment, in addition to affective and continuance organizational commitment. Corroborating our predictions, organizational commitment predicted organizational turnover intentions and actual turnover, whereas the three forms of work commitment substantially improved the prediction of self-reported (Study 1) and objective (Study 2) measures of internal mobility and job performance over time.
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 callDisclaimer: 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.
