Luchak Andrew A, Gellatly Ian R
Department of Strategic Management and Organization, School of Business, University of Alberta, Edmonton, AB, Canada.
J Appl Psychol. 2007 May;92(3):786-93. doi: 10.1037/0021-9010.92.3.786.
The authors compared linear and nonlinear relations between affective and continuance commitment and 3 commonly studied work outcomes (turnover cognitions, absenteeism, and job performance), observed in 3 separate research settings. Using a linear model, they replicated the common observation in the literature that affective commitment is more strongly related to work outcomes than continuance commitment. Introducing a higher order continuance commitment term into the same equations, however, they found that the linear model seriously understated the magnitude of continuance commitment's effect on all 3 criterion measures. These findings are consistent with recent developments that identify different motivational mindsets associated with affective and continuance commitment (J. P. Meyer, T. E. Becker, & C. Vandenberghe, 2004).
作者比较了情感承诺和持续承诺与3个常见的工作成果（离职意向、旷工和工作绩效）之间的线性和非线性关系，这些关系是在3个独立的研究环境中观察到的。使用线性模型，他们重复了文献中的常见观察结果，即情感承诺比持续承诺与工作成果的关系更强。然而，在相同的方程中引入一个高阶持续承诺项后，他们发现线性模型严重低估了持续承诺对所有3个标准测量指标的影响程度。这些发现与最近的研究进展一致，这些进展识别出了与情感承诺和持续承诺相关的不同动机心态（J.P.迈耶、T.E.贝克尔和C.范登伯格，2004年）。
