Abstract
AbstractThe present study replicates previous surveys in examining Hong Kong employees' organisational commitment, intention to leave, job satisfaction, self-perceived performance, and motivational job characteristics. The results suggest few changes over the four year period examined, despite the 1997 transition to China approaching. Structural equation modelling was used to examine the dimensionality of the organisational commitment scale used and the impacts of aspects of organisational commitment on various human resource outcomes were examined. The results confirmed the three commitment dimensions proposed by the scale's developers and suggested that continuance commitment has the strongest relationship with people's intention to leave, value commitment has the strongest relationship with job satisfaction and also has a positive impact on performance.
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