How Does Organizational Commitment Relate to Job Performance? A Conservation of Resource Perspective

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED Human Performance Pub Date : 2020-01-01 DOI:10.1080/08959285.2019.1699562

L. J. Sungu, Q. Weng, E. Hu, Johari Abdu Kitule, Qinyi Fang

引用次数: 28

Abstract

ABSTRACT We use the conservation of resources theory to explain why and how organizational commitment facets relate to job performance. We posit the nature of recourses central to an employee differs thus the commitment facets and job performance corresponds efforts to accumulate these resources. Analysis of data collected from 403 sales representatives with their supervisors shows, although the positive association of affective and normative commitment with job performance was less different across levels of transformational behavior, the relationship was strong when the supervisor’s transactional behavior was low. However, the negative relationship of continuance commitment with job performance was weak when the supervisor’s transformational behaviors were low or when transactional behaviors were high. Also, interactions between the commitment dimensions reveal interesting patterns predicting job performance.

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组织承诺如何影响工作绩效?资源保护的观点

摘要：我们使用资源守恒理论来解释组织承诺方面与工作绩效之间的关系。我们认为，员工核心资源的性质不同，因此承诺方面和工作表现与积累这些资源的努力相对应。对403名销售代表及其主管收集的数据的分析表明，尽管情感和规范承诺与工作绩效的正相关在不同级别的转换行为中差异较小，但当主管的交易行为较低时，这种关系很强。然而，当主管的转换行为较低或交易行为较高时，持续承诺与工作绩效的负相关关系较弱。此外，承诺维度之间的互动揭示了预测工作表现的有趣模式。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.