A multi-rater assessment of organizational commitment: are self-reported measures biased?

Article Abstract:

Research investigating the factors determining self-report measures with respect to work commitment is presented. Particular attention is given to applying three rater sources in surveying 79 administrative staff, namely self, supervisor and peer perspectives.

Surveys, Employee loyalty

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A multi-rater assessment of organizational commitment: are self-report measures biased?

Article Abstract:

Most studies on organizational commitment rely on self-reporting but the accuracy of such assessments is often in doubt. A new study assesses two kinds of organizational commitment from the perspective of self, peer and supervisor reporting.

Organizational behavior

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Organizational commitment and job performance: it's the nature of the commitment that counts

Article Abstract:

In this study, we examined relations between the performance of first-level managers in a large food service company and their affective commitment (i.e. emotional attachment to, identification with, and involvement in the organization), continuance commitment (i.e. perceived costs associated with leaving the company), and job satisfaction. Commitment and satisfaction scores were correlated with three indexes of performance obtained from the managers' immediate supervisors. As predicted, affective commitment correlated positively and continuance commitment correlated negatively with all three measures of performance. Job satisfaction did not correlate significantly with performance ratings. The findings are interpreted as illustrating the importance of distinguishing between commitment based on desire and commitment based on need and as supporting organizational efforts to foster effective commitment in their employees. (Reprinted by permission of the publisher.)

Job satisfaction, Regression analysis, Commitment (Psychology)

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