Abstract
ABSTRACT This study uses an attribution of employer responsibility framework to empirically examine how aspects ofwork and the work environment affect organizational commitment. The study estimates a structural equation model using data from a cross-sectional survey of child welfare employees within the Iowa Department of Human Services. Results support the existence of two pathways to organizational commitment. Work-related variables to which employees attribute greater employer responsibility affect employees' commitment through the social exchange mediator of perceived organizational support, while aspects of work to which employees attribute less employer responsibility affect commitment through job satisfaction. Supervisor support is unique in affecting commitment through both pathways.
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