By Richard T. Mowday
This article creates a common theoretical schema for realizing the habit of people in companies
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Extra info for Employee–Organization Linkages. The Psychology of Commitment, Absenteeism, and Turnover
It was n o t e d that a n t e c e d e n t s of c o m m i t m e n t could be found in at least four separate areas: (a) personal characteristics; (b) role-related characteristics; (c) structural characteristics of the o r g a n ization; and (d) w o r k e x p e r i e n c e s . In addition, several c o n s e q u e n c e s of c o m m i t m e n t w e r e discussed, the m o s t p r o m i n e n t o n e being employee turnover. Having reviewed the literature, w e a r e n o w in a position in the next chapter to attempt s o m e form of synthesis.
At least five possible o u t c o m e s h a v e been studied, including job p e r f o r m a n c e , tenure with the organization, absenteeism, tardiness, and t u r n o v e r (see also C h a p t e r 6 ) . O n the basis of o u r o w n w o r k and the w o r k of others, we can s u m m a r i z e the current level of knowledge on each of these topics (see Table 2 . 4 ) . Commitment and Job Performance Clearly, the least encouraging finding that has e m e r g e d from studies of c o m m i t m e n t is a rather weak relationship between c o m m i t m e n t and job performance.
T h e d e v e l o p m e n t of professional attachments that t r a n s c e n d organizations is often given as o n e explanation for the negative relationship o b s e r v e d between c o m m i t m e n t and e d u cation. The socialization of individuals, both in the family and t h r o u g h e d u cational experiences, and the resulting values and beliefs a p p e a r to represent important influences on the propensity of e m p l o y e e s to b e c o m e c o m m i t t e d to organizations. R e s e a r c h in this area remains limited, h o w ever.