[en] Although several studies have empirically supported the distinction between organizational identification (OI) and affective commitment (AC), there is still disagreement regarding how they are related. Precisely, little attention has been given to the direction of causality between these two constructs and as to why they have common antecedents and outcomes. This research was designed to fill these gaps. Using a cross-lagged panel design with two measurement times, Study 1 examined the directionality of the relationship between OI and AC, and showed that OI is positively related to temporal change in AC, confirming the antecedence of OI on AC. Using a cross-sectional design, Study 2 investigated the mediating role of OI in the relationship between three work experiences (i.e., perceived organizational support, leader-member exchange, and job autonomy) and AC, and found that OI partially mediates the influence of work experiences on AC. Finally, Study 3 examined longitudinally how OI and AC combine in the prediction of actual turnover, and showed that AC totally mediates the relationship between OI and turnover. Overall, these findings suggest that favorable work experiences operate via OI to increase employees' AC that, in turn, decreases employee turnover.
Disciplines :
Social, industrial & organizational psychology
Author, co-author :
Stinglhamber, Florence; Université Catholique de Louvain - UCL
Marique, Géraldine
Caesens, Gaëtane; Université Catholique de Louvain - UCL
Desmette, Donatienne; Université Catholique de Louvain - UCL
Hansez, Isabelle ; Université de Liège > Département de Psychologie > Valorisation des ressources humaines
Hanin, Dorothée
Bertrand, Françoise
Language :
English
Title :
Employees' Organizational Identification and Affective Organizational Commitment: An integrative approach
Publication date :
13 April 2015
Journal title :
PLoS ONE
eISSN :
1932-6203
Publisher :
Public Library of Science, San Franscisco, United States - California
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