On top of not defining explicitly the relationship between multidimensional constructs and their dimensions, many management researchers have conducted their analyses of multidimensional constructs at the dimension level only and assumed that these analyses would be valid at the construct level. This article discusses the potential problems of these practices. Data from two reported management studies are reanalyzed to show that different conclusions might be arrived when analyses are conducted at the construct rather than the dimension level. This finding is especially true when the multidimensional construct is defined under the latent model. Implications are discussed.
This study examines the factors affecting joint venture employees’ affective commitment in the Peoples’ Republic of China. Three theoretical frameworks (i.e. the justice framework, the job security framework and the trust framework) are employed to study the antecedents and the consequence of workers’ affective commitment. The proposed mediation model includes: distributive justice, procedural justice and perceived job security as the antecedents of affective commitment; trust in organization as the mediator; and turnover intention as the outcome variable. The results supported this mediation model. It has been found that trust in organization mediates the relationships between distributive justice, procedural justice, perceived job security and affective commitment. In addition, perceived job security and affective commitment have significant effects on the turnover intention of workers. Finally, the theoretical and practical implications of the present study are discussed.
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