Salience of Anti-Abortion Beliefs and Commitment to an Attitudinal Position: On the Strength,Structure, and Predictive Validity of Anti-Abortion Attitudes1

The role of beliefs in attitude formation and the impact of commitment to an attitude on its predictive validity were studied in the context of anti-abortion attitudes. Undergraduates (N= 152), identified as pro-choice or pro-life, expressed their beliefs, attitudes, intentions, and restriction preferences with respect to making abortion illegal. In addition, they indicated their commitment to their positions and their willingness to distribute a pro- or anti-abortion petition. Salient beliefs—identified in a pilot study—were found to predict attitudes, intentions, restriction preferences, and petition choice significantly better than nonsalient beliefs. Salient beliefs also discriminated significantly between pro-choice and pro-life respondents, providing useful information about the cognitive underpinnings of anti-abortion attitudes. In addition, accuracy of predictions increased significantly with commitment, even when attitude extremity was statistically controlled. These findings support the summation theory of attitude (Fishbein, 1963) and demonstrate the importance of attitude strength in determining the structure and predictive validity of attitudes.     

Vicissitudes of goal commitment: Satisfaction,investments, and alternatives

Constructs typically used to understand commitment between individuals were used to elucidate individual differences in goal commitment. In Study 1, 299 college students completed assessments of goal satisfaction, investments, alternatives and commitment regarding an academic goal. Structural equation modeling demonstrated confirmatory evidence for satisfaction’s, investments’, and alternatives’ collective impact on people’s goal commitment. In Study 2, the model components were manipulated by having 236 college students considered the goal to learn a new language and read information suggesting they were high or low in satisfaction, investments, and alternatives. Results demonstrated all three factors had a causal impact on people’s level of goal commitment. Both studies found an individual’s level of goal commitment was strongest when satisfaction and investments were high and the impact of alternatives was low.     

Sunk Cost,Emotion, and Commitment to Education

The influence of prior, irretrievable, investment (sunk cost) on commitment to a course of education was investigated. The moderating effects of the emotions of anger and fear over this commitment decision were also investigated. A total of 425 participants (214 male) with a mean age of 19.92 years were recruited from an undergraduate population. A computer program simulated the process of arranging to undertake a course of education. Participants were induced to feel either anger or fear and, then, invested one of three amounts of sunk cost (under budget, on budget, or over budget) to signing up for a course. Participants then decided how much time they wished to commit to this course or to an alternative, identical course with a better chance of success. Results revealed a significant sunk cost effect of prior investment on commitment to a course of education. Results also revealed that anger increased the magnitude of this sunk cost effect. Results did not reveal any effect of fear on the sunk cost effect. Theoretical implications and practical applications were discussed.     

IT企业员工多层次承诺对离职意向的影响

IT企业的高离职率成为信息技术行业面临的一大难题,本研究运用问卷调查了浙江IT企业员工的多层次承诺(组织承诺、团队承诺和职业承诺)及其离职意向。结果发现,IT企业员工组织承诺是影响离职意向的重要因素;同时IT企业员工的团队承诺和职业承诺是组织承诺影响离职意向的缓冲变量。其中,团队承诺越高,组织承诺对离职意向的影响就越大;而职业承诺越低,组织承诺对离职意向的影响就越大。最后对IT企业的员工的管理提出了建议。     

The Influence of Values, Information, and Decision Orders on a Public Policy Decision

An experiment was conducted to determine the influence of personal values, information, and decision order on choice and commitment to choice when the decision involved a complex matter of public policy. Findings indicated that values determined piorities, but not decisions; information did not influence choice, but had a curvilinear effect on the commitment to the choice; the decision order did not influence the components of the decision process, but did determine the proportion of value-consistent decisions. The significance of these findings to public policy and the need for future research are discussed.     

Love,commitment, and response to conflict among Cypriot dating couples: Two models,one relationship

Rusbult's investment model of close relationships posits that commitment is a function of satisfaction with the relationship, investments made, and attractiveness of alternatives. Relationship quality is also affected by how partners handle distress and conflict. They may practise exit (leave the situation), voice (speak out their concerns), loyalty (wait loyally for the problem to pass), or neglect (passive‐aggressive or avoidant tactics). Sternberg's triangular theory of love, on the other hand, posits that the ingredients of a successful relationship are passion, intimacy, and commitment. All three are required to produce long‐lasting consummate love, whereas the absence of any of the components leads to other types of relationships such as friendships and infatuations. These models have received cross‐cultural validation in previous research. Their applicability to dating relationships in Cyprus was tested in this study. The primary aim was to examine the applicability of these models to dating relationships in Cyprus and the second aim was to examine whether a combination of these models predicts relationship commitment better than either model alone. An additional goal was to add to the particularly scarce research on intimate relationships among Cypriots. Results indicate that both models are predictive of commitment, but that the triangular model does not add to the predictive power of the investment model. On the contrary, the concept of investment, as measured by the investment model, appears to be important in the understanding of commitment in dating relationships. Conflict resolution styles were also related to relationship quality, consistent with the predictions of the investment model, but in variance with findings regarding married couples in Cyprus. Results are discussed in light of the relevant models, and in comparison to findings of prior research regarding the application of the investment model to marital relationships. The role of the cultural context is also addressed.     

Deconstructing the association between relationship maintenance and commitment: Testing two competing models

In this study, the author compares 2 models: the information‐seeking model, in which perceptions of relationship maintenance predict subsequent commitment, and the motivational model, in which commitment predicts subsequent perceptions of relationship maintenance, by means of a daily, cross‐lagged, dyadic design. The moderating effects of relationship length and global commitment are also tested. A sample of 98 same‐sex couples from the United States completed an Internet daily diary for 14 consecutive days. The results of 2 hierarchical linear models showed that, as predicted, the information‐seeking model was characteristic of couples who had been together for a shorter amount of time whereas the motivational model better characterized couples who had been together longer.     

Relationships between in-role performance and individual values, commitment, and organizational citizenship behavior among Israeli teachers

This study examines the relationship between (1) individual values, (2) organizational and occupational commitment, and (3) organizational citizenship behavior (OCB) and in-role performance in a sample of 192 teachers employed in 10 secular Jewish schools (response rate of 64%). The results showed that individual values were related to all commitment forms examined here, but contrary to expectations, there was no clear distinction between values that represent conservation and self-transcendence and values that represent openness to change and self-enhancement in terms of their relationship either to commitment or to behavioral outcomes. Likewise, there was no clear distinction between the three dimensions of commitment (affective, continuance, and normative) or two commitment foci (organizational and occupational) in terms of their relationships to different values. Unsurprisingly, the findings showed a strong effect of commitment on OCB and in-role performance. The findings show that both individual values and commitment are concepts that can increase our understanding of employees' behavior in the workplace. We conclude by emphasizing the need for further research on the relationship between values, commitment, and performance and by suggesting some directions for such research.     

Biased information processing in the escalation paradigm: information search and information evaluation as potential mediators of escalating commitment

Escalation of commitment denotes decision makers' increased reinvestment of resources in a losing course of action. Despite the relevance of this topic, little is known about how information is processed in escalation situations, that is, whether decision makers who receive negative outcome feedback on their initial decision search for and/or process information biasedly and whether these biases contribute to escalating commitment. Contrary to a widely cited study by E. J. Conlon and J. M. Parks (1987), in 3 experiments, the authors found that biases do not occur on the level of information search. Neither in a direct replication and extension of the original study with largely increased test power (Experiment 1) nor under methodologically improved conditions (Experiments 2 and 3) did decision makers responsible for failure differ from nonresponsible decision makers with regards to information search, and no selective search for information supporting the initial decision or voting for further reinvestment was observed. However, Experiments 3 and 4 show that the evaluation of the previously sought information is biased among participants who were responsible for initiating the course of action. Mediation analyses show that this evaluation bias in favor of reinvestment partially mediated the responsibility effect on escalation of commitment.     

Commitment,ego-involvement,and resistance to attack

Subjects with initially extreme or moderate positions (based on a median split) recorded a consonant speech under public, private, or no commitment and later received a strong, mild, or no attack on their position. Extremes were more ego-involved in terms of wider latitudes of rejection, narrower latitudes of non-commitment, and greater resistance to attack, relative to moderates. Commitment had no effect for extremes, suggesting a ceiling effect on changes in the latitudes and resistance to attack for initially high levels of ego-involvement. For moderates, commitment resulted in narrower latitudes of noncommitment, wider latitudes of rejection (greater rejection of discrepant positions), and greater resistance to attack, suggesting that commitment may elevate ego-involvement with the issue. Commitment and ego-involvement may increase the salience of one's attitude position in later situations, thereby increasing the probability of attitudeconsistent behavior.     

Commitment, pro-relationship behavior, and trust in close relationships

The present work advances and tests an interdependence-based model of the associations among commitment, pro-relationship behavior, and trust. Findings from two longitudinal studies revealed good support for model predictions. Commitment-inspired acts such as accommodation and willingness to sacrifice provide diagnostic information regarding a partner's pro-relationship motives. Individuals come to trust their partners when they perceive that their partners have enacted pro-relationship behaviors, departing from their direct self-interest for the good of the relationship. The results of mediation analyses are consistent with a model of mutual cyclical growth in which (a) dependence promotes strong commitment, (b) commitment promotes pro-relationship acts, (c) pro-relationship acts are perceived by the partner, (d) the perception of pro-relationship acts enhances the partner's trust, and (e) trust increases the partner's willingness to become dependent on the relationship. Auxiliary analyses revealed that self-reported attachment style does not account for substantial variance beyond the features of interdependence that form the basis for the present model.     

Committing to your work, spouse, and children: Implications for work-family conflict

When trying to balance work and family responsibilities, many workers experience conflict between these two roles. Although role commitment has been viewed both as contributing to and alleviating conflict, this relationship has not been fully tested. Using a sample of female nurses and police officers, we examined the direct and indirect relationship of role commitment with work-spouse and work-parent conflict. Increased work-spouse conflict was associated with decreased spouse commitment. Increased work-parent conflict was associated with increased parent commitment but with decreased spouse and job commitment. Job commitment moderated the relationships between irregular work schedules and work-spouse conflict and between job control and work-spouse conflict. Parent commitment moderated the relationship between irregular work schedules and work-parent conflict. These results suggest that, depending on the role, commitment may either alleviate or exacerbate conflict.     

It's my partner,deal with it: Rejection sensitivity,normative beliefs,and commitment

Past research has shown that normative beliefs, or perceptions of (dis)approval from social network members regarding one's romance, significantly predict relationship commitment. We investigated sensitivity to rejection as a moderator of the normative beliefs–commitment association. We tested and found support for the moderating effect of rejection sensitivity (RS; Study 1) and sensitivity specific to rejection of one's current romantic partner (Study 2) on the normative beliefs–commitment link. The link was significantly stronger for people with lower levels of RS: People who were less sensitive to rejection indicated lower levels of commitment when they perceived less network approval for their relationship. In contrast, people with higher levels of RS indicated higher levels of commitment in the face of less perceived network approval.     

Affective commitment,trust, and the psychological contract: contributions matter,too!

ABSTRACT

Employees’ receipt of inducements is associated with trust and affective commitment, and employees pay for their inducements with their contributions (e.g., time, and physical and intellectual effort). Yet this relationship does not fully mirror events as they occur in an employment relationship where employees’ promises and delivery of inducements and contributions are ongoing, and relatively continuous. Our premise is that promising and delivering contributions may enhance or reduce employees’ trust in and commitment to the organization depending on how well they fulfill psychological needs. We tested a social exchange theory model and our alternative model. Survey results favoured our alternative model and suggested that employees’ contributions were related to trust and commitment, independent of the role of inducements. Tests of the social exchange model exhibited worse fit to the data. Breach and fulfilment results from polynomial regression and response surface analyses revealed that commitment was higher when delivered contributions equal promised contributions and declined when delivered amounts were deficient of, or exceeded, promised amounts. Employees’ promised and delivered contributions to organizations may constitute a path to their feelings of commitment, but commitment was highest when delivered contributions were within close range of promised amounts.     

Level of commitment,mutuality of commitment,and couple well-being

Interdependence theory identifies level of dependence and mutuality of dependence as two key properties of interdependent relationships. In ongoing relationships, these structural properties are subjectively experienced in terms of commitment–dependence level is experienced as greater or lesser commitment level, and mutuality of dependence is experienced as greater or lesser perceived mutuality in partners’commitment levels. We examined the associations of these variables with couple well-being using data from two three-wave longitudinal studies. One study examined partners in dating relationships and the second study examined partners in marital relationships. Consistent with predictions, both level of commitment and perceived mutuality of commitment accounted for unique variance in couple well-being: Couples exhibited greater adjustment to the degree that the partners were highly committed to their relationship and to the degree that their commitment levels were mutual. Mediation analyses revealed that the association of mutuality of commitment with couple well-being is partially mediated by negative affect (e.g., anxiety, guilt) and partially to wholly mediated by trust level; perceived mutuality of power is not a reliable mediator of this association.     

Organizational commitment, job satisfaction, and effort in the service environment

Investigations of the causal relationship between organizational commitment and job satisfaction have yielded contradictory findings. Little empirical research has looked at this complex relationship in the context of work effort. The purpose of this study was to determine how these variables interact in the service environment. Using a sample of 425 employees in two service organizations, the author tested two structural equation models. The hypothesized model with organizational commitment as a moderator between job satisfaction and service effort fit better than a model with job satisfaction as moderator did. Conceptual implications are discussed, and suggestions for future research are made.     

Organizational Commitment,Job Satisfaction,and Effort in the Service Environment

Investigations of the causal relationship between organizational commitment and job satisfaction have yielded contradictory findings. Little empirical research has looked at this complex relationship in the context of work effort. The purpose of this study was to determine how these variables interact in the service environment. Using a sample of 425 employees in two service organizations, the author tested two structural equation models. The hypothesized model with organizational commitment as a moderator between job satisfaction and service effort fit better than a model with job satisfaction as moderator did. Conceptual implications are discussed, and suggestions for future research are made.     

Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences

The authors conducted meta-analyses to assess (a) relations among affective, continuance, and normative commitment to the organization and (b) relations between the three forms of commitment and variables identified as their antecedents, correlates, and consequences in Meyer and Allen's (1991) Three-Component Model. They found that the three forms of commitment are related yet distinguishable from one another as well as from job satisfaction, job involvement, and occupational commitment. Affective and continuance commitment generally correlated as expected with their hypothesized antecedent variables; no unique antecedents of normative commitment were identified. Also, as expected, all three forms of commitment related negatively to withdrawal cognition and turnover, and affective commitment had the strongest and most favorable correlations with organization-relevant (attendance, performance, and organizational citizenship behavior) and employee-relevant (stress and work-family conflict) outcomes. Normative commitment was also associated with desirable outcomes, albeit not as strongly. Continuance commitment was unrelated, or related negatively, to these outcomes. Comparisons of studies conducted within and outside North America revealed considerable similarity yet suggested that more systematic primary research concerning cultural differences is warranted.     

The Influence of Compensation Method and Disclosure Level on Information Search Strategy and Escalation of Commitment

In this study we examined the extent to which compensation method and public disclosure influenced information search strategy and escalation of commitment. A laboratory experiment involving 182 student subjects employed a 3 (compensation: no-pay, salary, and contingent) by 2 (disclosure level: public and private) fully randomized, crossed design. Results show that in light of negative feedback concerning performance results of an investment portfolio, subjects whose initial allocation decisions were announced publicly reduced their search for prospective information, increased the search for retrospective information, and exhibited greater escalation of commitment than subjects who did not announce their initial investment strategy. The search for retrospective information and escalation of commitment was monotonically higher across the no-pay, salary, and contingent pay conditions respectively, while the search for prospective information decreased correspondingly. This study provides evidence that escalation of commitment is positively related to the search for retrospective information and negatively related to the search for prospective information. The results obtained from this experiment complement and extend prior work in the areas of accountability, cognitive dissonance and escalation of commitment. © 1997 by John Wiley & Sons, Ltd.     

Dynamics of self-regulation: How (un)accomplished goal actions affect motivation

Two factors increase the motivation to adhere to a goal: goal commitment and lack of goal progress. When people ask about commitment, focusing on what they have accomplished (to date) signals to them high commitment and increases motivation. Conversely, when commitment is certain and people ask about goal progress, focusing on what they have yet to accomplish (to go) signals to them lack of progress and increases motivation. Accordingly, 4 studies show that emphasizing to-date information increases goal adherence when commitment is uncertain--that is, when participants study for a relatively unimportant exam, consume luxuries, fulfill a desire, and make first-time contributions to a charity. Conversely, emphasizing to-go information increases goal adherence when commitment is certain--that is, when participants study for an important exam, consume necessities, fulfill a need, and make repeated contributions to a charity.