Antecedents and consequences of satisfaction and commitment in turnover models: A reanalysis using latent variable structural equation methods.

Abstract

were reviewed. This review indicated that the causal relation between job satisfaction and organizational commitment had been overlooked and that attempts to identify the antecedents of these variables had suffered from conceptual and methodological limitations. To examine these two issues, structural equation methodology was used to reanalyze data from Michaels and Spector (1982) and Bluedorn (1982). Four causal models were examined. Across both samples, support was obtained for relations between personal/organizational characteristics and job satisfaction, and between satisfaction and commitment. Commitment was also an important determinant of turnover intentions. The implications of the findings and methodology are considered.Turnover has been a focus of investigation by several disciphnes (e.g., psychology, sociology, economics) for a number of years.Many of these efforts have centered around the development of conceptual models of the turnover process and subsequent empirical validation of the models. Although these models have diverse origins, several have postulated job satisfaction and organizational commitment to be antecedents of turnover. In fact, a recent review (Clegg, 1983) suggested that in turnover research, most of which has looked at the role of affect on subsequent behavior, satisfaction and commitment have been the most frequently investigated components of affect. However, because most models of turnover have included only one of these two variables (Steers & Mowday, 1981), the causal relation between these two determinants has generally been overlooked. Furthermore, attempts to investigate their antecedents have suffered from conceptual and methodological limitations. Thus, the present article will briefly review the concept of organizational commitment and develop the hypothesis that job satisfaction is a causal antecedent. Also, several turnover models and studies will be examined, focusing on the satisfaction-commitment relation and the role of other determinants. Next, a review of the biasing effects of measurement error in path analysis models will be presented. This methodological problem has been overlooked by researchers working in this area. Finally, an empirical test of the satisfaction-commitment relation will be conducted through a This article is based on the first author's master's thesis, which was conducted at Indiana University-Purdue University at Indianapolis.We thank committee members Jerome Busemeyer and Robert Bringle and three anonymous reviewers for their helpful comments. We also thank Dr. Bluedorn for making his data available to us and Mary Post for her assistance in manuscript preparation.

The Mediating Effect of Organizational Commitment on the Relationship between Job Satisfaction and Organizational Culture

“…On the other hand some scholars investigated the relationship between job satisfaction and organizational commitment the findings asserted that the relationship between these variables was significant and positive relationship (Chen and Francesco 2000;Lok and Crawford 2001;Mathieu and Zajac 1990;Williams and Hazer 1986). Meanwhile, Yiing and Zaman Ahmad, (2009), pointed out that the relationship between job satisfaction and organizational commitment was negative relationship in Education sector in Malaysia.…”

“…In the last three decades, academics and researchers have received increasing attention to investigate the relationship between job satisfaction, organizational culture and organizational commitment (Williams and Hazer, 1986;Yousef, 2000;Crawford 2001 andLim, 2010). Numerous of these studies in the area of organizational behavior asserted that the relationship between job satisfaction and organizational culture was significant and positive relationship while other studies pointed out that the level of satisfaction was different based on type of dominant culture in the organization (Yousef, 1998;Chen andFrancesco, 2000 andCrawford 2001;Xenikou and Simosi, 2006;Rad and Yarmohammadian, 2006;Hu, et, al., 2009 andShurbagi andZahari, 2012b).…”

A Structural Model and Test of the Antecedents and Outcomes of Organizational and Professional Commitment

“…Bateman and Strasser (1984) found commitment to be a precursor of satisfaction. Marsh and Mannari (1977) and Williams and Hazer (1986) found satisfaction to be a precursor of commitment. Porter et al (1974) found the two to be correlated.…”

“…The studies of Cooke (1989) and Williams and Hazer (1986) did not reach the 200 subject minimum sample size. Based on the 10 sUbjects per variable criteria Cooke (1989), Brooke et ale (1988), and Podsakoff (1986) had acceptable sample sizes.…”

Ethical leadership and employee-organisational outcomes in the hotel industry

“…Job satisfaction is considered as an important predictor of turnover intention (Williams & Hazer, 1986) and employees with higher job satisfaction tend to have lower intention to leave their organisations (Chen, 2006;Eugenia, Sanz Valle, & Aragón, 2007;Schwepker Jr, 2001). …”