An integrative process model of organizational commitment for working women and men

Previous organizational commitment models may not be complete since few combined more than one theory, none looked at gender differences, and nearly all ignored the impact of a feedback mechanisms on the overall process. A new model presented here shows a three-stage organizational commitment process. The first, or preorganizational, stage consists of personal characteristics. These are modified in stage two by job and other external characteristics, and in stage three all of these moderate the six independent variables that have major direct impact on organizational commitment. They are 1. need satisfaction, 2. work/job satisfaction, 3. job commitment, 4. work commitment, 5. role stress, and 6. personal/organizational goal congruence. Implications are discussed.Leonard H. Chusmir is an Associate Professor of Management at Florida International University. He received his Ph.D. in Management/Psychology from the University of Miami. He has written numerous articles for management, organizational behavior, and psychology journals, and presented papers at several academic conferences. He is the author of the bookMatching Individuals to Jobs: A Motivational Answer to Personnel and Guidance Professionals. AMACOM Books, 1985.