A Dual Process Model of Organizational Commitment

Abstract

The authors propose and test a new dual-process model of organizational commitment that connects organizational practices and specific job characteristics to the emotions and cognitions of employees. In turn, emotional reactions and cognitive processes are theorized to be the proximate cause of organizational commitment. Specifically, the model stipulates that overall job satisfaction and perceptions of organizational support are key emotional and cognitive processes that mobilize commitment in the workplace. The theoretical model was estimated with a sample of employees drawn from two large Korean organizations (N = 2,443). Overall, the results provide strong support for the model. The main findings are that feelings of job satisfaction and perceptions of organizational support operate through independent channels to mediate the impact of work experiences on organizational commitment. The authors discuss the implications of these findings in light of current theory and research on commitment.

Readiness for organizational change: Do organizational commitment and social relationships in the workplace make a difference?

“…Weber and Weber (2001) concluded that employee involvement in the organization and in the change effort is related to organizational readiness for change. Researchers (Good, Page, & Young, 1996;Goulet & Singh, 2002;Tompson & Werner, 1997;Yoon & Thye, 2002;Zangaro, 2001) have also discovered relationships between organizational commitment and organizational support, job satisfaction and job involvement, and loyalty-all of which have demonstrated a possible relationship, although indirect, with readiness.…”

“…Goulet and Singh (2002) concluded that organizational commitment was not related to age but was related to gender. Finally, Yoon and Thye (2002) found that "educated and male employees were less committed to their organization" (p. 117), yet they found no relationship between organizational commitment and age and tenure. Therefore, correlations between readiness for change or organizational commitment and tenure, gender, education, and age have been suggested in the literature.…”

Effects of Strategic Performance Appraisal, Career Planning and Employee Participation on Organizational Commitment: An Empirical Study

“…Yoona (2002) proposed a new dual-process model of organizational commitment. The model stipulates that overall job satisfaction and perceptions of organizational support are key emotional and cognitive processes that mobilize commitment in the workplace.…”

Organizational Commitment and Job Satisfaction: What Are the Potential Relationships?

“…These authors are corroborated by Griffin, Hogan, Lambert, Tucker-Gail and Baker (2010) who evoke Spector (1996Spector ( /2003, essentially defining job satisfaction as how much people like their jobs. Yoon and Thye (2002) consider that it can be construed as a sort of positive emotion that directs the organization.…”