Abstract

Some organizational commitment theorists have proposed that culture is an important antecedent to organizational commitment (Meyer & Allen, 1991; Wiener, 1982). This study tests whether individualized measures of power distance, collectivism, uncertainty avoidance, and masculinity are related to an employee’s level of commitment. A nine-factor model of commitment is postulated with three bases (affective, continuance, and normative commitment) and three foci (organization, supervisor, and workgroup) of commitment. Confirmatory factor analysis provides support for the commitment model embodying all bases and foci of commitment. Hierarchical regression analysis results also suggest that cultural dimensions are significant predictors of multiple bases and foci of commitment. Specific significant results include: (1) Power distance is related to normative commitment across all foci; (2) Uncertainty avoidance is related to continuance commitment across all foci; and (3) Collectivism is related to workgroup commitment across all bases of commitment.

Keywords

Organizational commitmentPsychologyUncertainty avoidanceSocial psychologyWorkgroupConfirmatory factor analysisHofstede's cultural dimensions theoryCollectivismConformitySocializationAffective events theoryNormativeJob performanceJob satisfactionService (business)Political scienceIndividualism

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Publication Info

Year
2000
Type
article
Volume
26
Issue
1
Pages
5-30
Citations
546
Access
Closed

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Michael Clugston, Jon P. Howell, Peter W. Dorfman (2000). Does cultural socialization predict multiple bases and foci of commitment?. Journal of Management , 26 (1) , 5-30. https://doi.org/10.1016/s0149-2063(99)00034-3

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DOI
10.1016/s0149-2063(99)00034-3