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.     

Job Satisfaction as a Mediator of the Relationship Between Job Stressors and Affective, Continuance, and Normative Commitment: A Path Analytical Approach

This article investigates the potential mediating role of job satisfaction between job stressors—namely, role overload-quantitative, role overload-qualitative, and lack of career development—as sources of stress on the one hand, and various facets of organizational commitment—namely, affective, continuance, and normative—on the other hand. A sample of 361 employees in a number of organizations in the United Arab Emirates (UAE) was used. Path analysis revealed that role overload-quantitative directly and negatively influences both job satisfaction and affective commitment and that lack of career development as a source of stress directly and negatively influences job satisfaction. Findings also suggest that job satisfaction mediates the influences of role overload-quantitative on various facets of organizational commitment. Implications, future lines of research, and limitations are discussed.     

Situational Tests in Student Selection: An Examination of Predictive Validity,Adverse Impact,and Construct Validity

The Flemish Admission Exam ‘Medical and Dental Studies’ is comprised of four cognitive ability tests and four situational tests, namely two work samples (i.e., a lecture and a medical text) and two video‐based situational judgement tests (i.e., a physician–patient interaction and a medical expert discussion). On the basis of the Admission Exam scores of 941 candidates (359 men, 582 women) this study shows that situational tests significantly can predict better than cognitive ability tests, with lecture and text emerging as significant predictors. When situational tests are combined with cognitive ability tests, there are no mean gender differences. Situational tests also enable us to measure a broader range of constructs. For example, in this study, the personality factor Openness is related to better situational test performance. Overall, this study demonstrates that situational tests may be a useful complement to traditional student selection procedures.     

Experiential Avoidance: An Examination of the Construct Validity of the AAQ-II and MEAQ

Experiential avoidance (also referred to as acceptance or psychological flexibility) is a core construct of third-wave behavior therapies. It is the tendency to avoid uncomfortable thoughts or feelings, even when doing so has negative long-term consequences. In order for developments in experiential avoidance and third-wave behavior therapies to continue, it is imperative to examine the construct validity of the most widely used measures of this construct, the Acceptance and Action Questionnaire–II (AAQ-II) and the Multidimensional Experiential Avoidance Questionnaire (MEAQ). In Amazon’s Mechanical Turk (N = 1,052) and college (N = 364) samples, we evaluated the construct validity of these measures. The AAQ-II demonstrated suboptimal patterns of convergent and discriminant validity with measures of neuroticism/negative affect (Big Five Inventory, Big Five Aspects Scale, Positive and Negative Affect Schedule), the MEAQ, and mindfulness (Five Factor Mindfulness Questionnaire). In contrast, the MEAQ demonstrated optimal convergent and discriminant validity. Factor analyses at the scale, subscale, and item levels demonstrated that the AAQ-II loads with indicators of neuroticism/negative affect and not with other constructs at the core of third-wave behavior therapies. In contrast, the MEAQ loads on factors with mindfulness or forms its own factors. These findings suggest the AAQ-II functions as a measure of neuroticism/negative affect, whereas the MEAQ functions as an indicator of experiential avoidance. These findings have substantial implications for research on experiential avoidance and third-wave behavior therapies. Therefore, in order to improve the theory, research, and practice of third-wave behavior therapies, we recommend using the MEAQ to assess experiential avoidance.     

An Examination of the Structure and Construct Validity of the Wender Utah Rating Scale

The Wender Utah Rating Scale (Ward, Wender, &; Reimherr, 1993 Ward, M. F., Wender, P. H., &; Reimherr, F. W. (1993). The Wender Utah Rating Scale: An aid in the retrospective diagnosis of childhood attention deficit hyperactivity disorder. The American Journal of Psychiatry, 150, 885–890.[Crossref], [PubMed], [Web of Science ®] , [Google Scholar]) has been widely used in adult attention-deficit/hyperactivity disorder (ADHD) research to assess childhood symptoms retrospectively, but little research has examined its factor structure and specificity in predicting ADHD versus other psychopathology. Consequently, this study had 2 goals: (a) to examine the Wender Utah Rating Scale's structure, and (b) to explicate the construct validity of this measure by relating factors from our structural analyses to other ADHD, psychopathology, and personality measures. Structural analyses in an adult community sample (N = 294) yielded a 3-factor structure of aggression (e.g., angry), internalizing distress (e.g., depressed), and academic difficulties (e.g., underachiever). Correlational and regression analyses indicated that these factors failed to display specificity in their associations with ADHD versus other psychopathology. Aggression and internalizing distress associated most strongly with indicators of externalizing (e.g., ill temper, manipulativeness) and internalizing psychopathology (e.g., depression, anxiety), respectively. Academic difficulties associated most strongly with ADHD symptoms, but these relations were relatively weak. Taken together, these findings raise concerns about the Wender Utah Rating Scale's construct validity, although additional longitudinal research is needed to clarify to what extent the Wender Utah Rating Scale validly assesses childhood ADHD symptoms.     

The Multidimensional Nature of Continuance Commitment: Commitment Owing to Economic Exchanges Versus Lack of Employment Alternatives

Purpose  

The purpose of this investigation was to develop a multidimensional measure of continuance organizational commitment, specifying dimensions for continuance commitment based on the perception of beneficial economic exchanges versus the perception of low job alternatives.     

感知价值、满意度与继续使用意向—基于3G用户的实证研究

本文考察感知价值、满意度对继续使用意向的作用机理。基于相关理论与实证研究,我们首先提出3G用户继续使用意向概念模型与研究假设,然后通过实证研究对假设进行检验。研究结果表明感知价值和满意度决定继续使用意向。满意度是继续使用意向最强的预测因子。感知有用性和感知使用成本既直接作用于继续使用意向,也通过满意度间接作用于继续使用意向。感知易用性和感知形象提升直接作用于继续使用意向,而不需要通过满意度的中介作用。     

Social Support at Work and Affective Commitment to the Organization: The Moderating Effect of Job Resource Adequacy and Ambient Conditions

ABSTRACT

This study investigated whether both supervisor and coworker support may be positively related to affective commitment to the organization on one hand; and on the other hand, it examined the moderating effect of job resource adequacy and ambient conditions on these relationships. The sample included 215 participants working within a health care organization. Results of regression analysis showed that supervisor and coworker support have an additive effect on affective commitment. Hierarchical regression analyses indicated that supervisor and coworker support are more strongly related to affective commitment when job resource adequacy is high. Furthermore, ambient conditions moderate the relationship between supervisor support and affective commitment in such a way that favorable ambient conditions strengthen this relationship. Overall, these findings reinforce the importance of taking into account contingent factors in the study of antecedents of affective commitment to the organization.     

Affective Responses, Normative Requirements, and Ethical-Aesthetic Interaction

According to what Robert Stecker dubs the “ethical-aesthetic interaction” thesis, the ethical defects of a literary work can diminish its aesthetic value. Both the thesis and the only prominent argumentative strategy employed to support it the affective response argument have been hotly debated; however, Stecker has recently argued that the failure of the ARA does not undermine the thesis, since the argument “fails to indentify the main reason [the thesis] holds, when it in fact does.” I critically examine Stecker’s objection to the familiar versions of the affective response argument and the line of support for ethical-aesthetic interaction he proposes to install in their place. I conclude that neither is compelling; however, an important insight can be salvaged from his positive proposal, and I argue that the insight does, in fact, point toward a novel defense of the thesis.

Sexuality and Religious Commitment in the United States: An Empirical Examination

I provide an empirical assessment of the religious commitments of gays, lesbians, and bisexuals in the United States. I compare the religiosity of gay men and lesbians and bisexuals to each other and to male and female heterosexuals, while controlling for a host of sociodemographic factors that may contribute to differences across the gender/sexuality groups. To accomplish this, I examine data from the 1991–2000 General Social Surveys (GSS). During this period, the GSS asked respondents for the sex of their sex partners over the last five years. The GSS finds that 4.3 percent of men and 3.1 percent of women report same-sex sexual partners in the five years preceding the interview—this is a larger proportion than members of "other" races, Episcopalians, or Jews. I find that gay men have high rates of religious participation, while lesbians and bisexuals have significantly lower rates of participation. Nonheterosexuals are more likely to become apostates when compared to female heterosexuals, but no more so than are heterosexual men. My findings are at odds with religious pundits who suggest that alternative sexuality mixes with religion more often for females than for males. The results are in concert with contemporary theories regarding the formation of religious preferences, and risk preferences and religiosity.     

Factorial And Construct Validity Of The Body Parts Satisfaction Scale-Revised: An Examination Of Minority And Nonminority Women

In this two–part study, the psychometric properties of the Body Parts Satisfaction Scale, an extensively used body image attitudes measure, were tested. In Study 1–A, the two–factor structure of the Body Parts Satisfaction Scale–Revised (BPSS–R)—Satisfaction With Body and Satisfaction With Face—was established through exploratory procedures with a racially diverse sample of women (66.7% White American, 17.6% African American, 6.3% Mexican American, 5% Asian American, 0.6% Native American, and 3.8% unreported). In Study 1–B, the two–factors were validated through confirmatory procedures with a matched racially diverse sample of women (71.9% White American, 14.0% African American, 5.3% Mexican American, 4.7% Asian American, 1.2% Native American, and 2.9% unreported). Correlational analyses supported the construct and concurrent validity of the factors. To learn more about body image attitudes within racial/ethnic minorities, Study 2 examined the two–factor solution and psychometric properties in an independent sample of Mexican American women. Confirmatory factor analysis demonstrated that the two–factor solution fit the data, and correlations with other psychological and eating disorder measures supported the factor's construct and concurrent validity. Further, the two factors were unrelated to a measure of acculturation and to generational level living in the U.S., which suggests that body satisfaction may be independent of the acculturation process.     

Clarifying Construct Validity: Definitions,Processes, and Models

Despite definitions in standard sources, personnel managers, psychologists, and psychometricians persistently encounter problems that are best referred to as the ambiguous nature of validity. The purpose of this article is to pro- vide an overview of construct validity and personnel testing, to demonstrate its practical utility, and to clarify with concrete examples certain theories and models, as well as to illustrate the meaning of the terminology used by com- mentators on the topic. A brief historical overview of testing and validation is presented; the progress of construct validity and its acceptance by various sec- tors of society is discussed parsimoniously in the section The Seven Wonders of Personnel Psychology. In the past, personnel psychologists have not done a very good job of understanding the constructs that underlie test perform- ance. Some new approaches can help to correct this. A process should be rou- tinely used on all tests in order to develop an understanding of the constructs that underlie performance on an employment test; only by knowing the cor- rect criterion and method of measuring it can we ascertain the intrinsic valid- ity of our measures.     

Applications of Job Component/Synthetic Validity to Construct Validity

The origin and history of job component validity (JCV) and its relationship to construct validity are presented, followed by a summarization of how the methodology has been accomplished in research using the Position Analysis Questionnaire (PAQ). Data are presented that document the capability of both PAQ-based attribute profiles and predictions of aptitude data from PAQ job dimensions to establish job requirements. Finally, two practical ap- plications of JCV are described that illustrate the unique capability of the methodology to develop selection systems to screen individuals for jobs un- dergoing design or occurring in difficult-to-study environments.     

Value Commitment,Resolute Choice,and the Normative Foundations of Behavioural Welfare Economics

Given the endowment effect, the role of attention in decision-making, and the framing effect, most behavioural economists agree that it would be a mistake to accept the satisfaction of revealed preferences as the normative criterion of choice. Some have suggested that what makes agents better off is not the satisfaction of revealed preferences, but ‘true’ preferences, which may not always be observed through choice. While such preferences may appear to be an improvement over revealed preferences, some philosophers of economics have argued that they face insurmountable epistemological, normative, and methodological challenges. This article introduces a new kind of true preference – values-based preferences – that blunts these challenges. Agents express values-based preferences when they choose in a manner that is compatible with a consumption plan grounded in a value commitment that is normative, affective, and stable for the agent who has one. Agents who choose according to their plans are resolute choosers. My claim is that while values-based preferences do not apply to every choice situation, this kind of preference provides a rigorous way for thinking about classic choice situations that have long interested behavioural economists and philosophers of economics, such as ‘Joe-in-the-cafeteria.’     

Social Status: Construct and External Validity

Abstract

The present study examined the construct and external validity of social status based on data covering various aspects of the construct, and collected from adolescent samples in Sweden, Australia, and the United States. Using correlation and factor analytic techniques it was found that (a) the various social status variables were, in general, only moderately related within the different countries, (b) the relations among variables were not congruent between countries, (c) two social status factors were revealed in all countries, separating educational-occupational status from social-economic status, and (d) only the educational-occupational factor showed high congruence between all of the countries.     

Construct Validity of the Acquired Capability for Suicide Scale: Factor Structure,Convergent and Discriminant Validity

The Acquired Capability for Suicide Scale (ACSS) assesses one of three main constructs in the Interpersonal Theory of Suicide but evidence of its validity is limited. In two studies (Ns = 287 and 738) validity of the full 20-item ACSS and its shorter versions (ACSS-5, ACSS-8, ACSS-FAD) were examined in terms of factor structure and relation to indices of self-reported suicidal behaviour and self-harm. Confirmatory factor analysis (CFA) failed to show good fit for one-, two-, or three-factor models of the ACSS in its various versions. Exploratory factor analysis of the 20-item scale in the first study pointed instead to a five-factor structure and this was supported using CFA in the second study. In both studies all scale versions showed moderate negative correlations to fear of death and dying, indicating scale validity for the purpose of assessing fearlessness about death. In the second study, a model in which the five factors were indicators of a latent variable of Capability was found to predict a latent variable of Suicidality as indicated by suicidal behaviours, but the prediction was substantially enhanced by the addition of Item 20 to the model. This single item was also found in the first study to better predict suicidal and self-harming behaviour than the full ACSS or any of its short versions.     

An Examination of Satisfaction With My Supervisor and Organizational Commitment

This paper reports an examination of the relationship between satisfaction with one's supervisor and organizational commitment type based on data collected from nonmanagerial employees. The results show that moral and alienative forms of commitment were related to employees' satisfaction with their supervisors and that calculative commitment was not related. Supervisor behaviors related to moral commitment include consistency of behavior toward subordinates, showing concern for career progress, backing up employees with other managers, and employees' satisfaction with the supervisor's technical competence. Supervisor behaviors related to alienative commitment include the way one's supervisor treats an individual when he or she makes a mistake, the way the supervisor shows concern for one's career progress, and the way one's job responsibilities are defined.     

An External Construct Validity Study of Rorschach Personality Variables

This study examined (a) hypothesized relationships between Rorschach variables and self-report test measures relating to nominally similar aspects of personality functioning and (b) interrelationships among Rorschach variables. Sixty-two undergraduates were administered the Rorschach, Barron Ego Strength Scale, Kaplan Self-Derogation Scale, Eagly Self-Esteem Scale, Multiple Affective Adjective Checklist (MAACL), Marlowe-Crowne Social Desirability Scale, and the Rotter Locus of Control Scale. Only a few of the predictions received confirmation: inanimate movement (m) correlated, as expected, with MAACL anxiety and hostility, the egocentricity index (3r + 2)/R (R = total responses) correlated significantly with self-esteem, and human movement with minus form level (M -) correlated (inversely) with ego strength. Among the unpredicted findings were some that appear inconsistent with standard Rorschach interpretation. Rorschach variables human movement (M), and experience actual (EA), generally interpreted as reflecting coping resources, related significantly with self-report measures of poor coping and of dysphoric affect. In general, the Rorschach appears better at identifying weaknesses in the ego rather than strengths.     

Construct Validity of the Need to Belong Scale: Mapping the Nomological Network

Nine studies examined the construct validity of the Need to Belong Scale. The desire for acceptance and belonging correlated with, but was distinct from, variables that involve a desire for social contact, such as extraversion and affiliation motivation. Furthermore, need to belong scores were not related to insecure attachment or unfulfilled needs for acceptance. Need to belong was positively correlated with extraversion, agreeableness, and neuroticism and with having an identity that is defined in terms of social attributes. Need to belong was associated with emotional reactions to rejection, values involving interpersonal relationships, and subclinical manifestations of certain personality disorders.