An evaluation of a three-component model of occupational commitment: dimensionality and consequences among United Kingdom human resource management specialists

This study evaluated the J. P. Meyer, N. J. Allen, and C. A. Smith (1993) model of occupational commitment using a sample of 678 United Kingdom human resource management specialists. Support was found for the 3-component model, and findings suggest that the consequences of the affective, normative,...

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Bibliographic Details
Published inJournal of applied psychology Vol. 88; no. 1; p. 152
Main Authors Snape, Ed, Redman, Tom
Format Journal Article
LanguageEnglish
Published United States 01.02.2003
Subjects
Adult
Affect
Data Collection
Female
Humans
Male
Models, Psychological
Personnel Loyalty
Personnel Management
Professional Competence
United Kingdom
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Summary:This study evaluated the J. P. Meyer, N. J. Allen, and C. A. Smith (1993) model of occupational commitment using a sample of 678 United Kingdom human resource management specialists. Support was found for the 3-component model, and findings suggest that the consequences of the affective, normative, and continuance components differ. Affective and continuance commitment were negatively related to occupational withdrawal cognitions, whereas normative commitment was negatively related to withdrawal cognitions only when continuance commitment was low. Affective and, to a lesser extent. normative commitment were related to intention to participate in professional activities. Continuance commitment had no significant relationship with intention to participate in professional activities.
ISSN:0021-9010
1939-1854
DOI:10.1037/0021-9010.88.1.152