Abstract
This study examined: (I) the impact of the BtruCturaI of tenure, job integration and organizational support on organizational (2) the mediating roles of the cultural values for performance and collectivity, and the intra—individual factorg of organizational identification and the norm of reciprocity Ln the relationahip between the structural factore and organization coamitment; and, (3) the relationghip between organizational cormitment and the ouecome variablen Of abøeneeeigm, turnover and The Bhow that job and Of the for performance a gignificant facilitator of the effecte Of the etructuraL factors on commitment; and organization identification and the norm of rec are important linkø in the etructural factors—coaunitmene relationshi . There no gupport for the hypothesized effects ot the value for collecdvism and tenure. Furthermore, the resulte show commitment to be significantly (and negatively) related eo absenteeism and turnover. However, cc%unLtment is not shown to be eignificantly related to profitability. Implications ot the findings for managere and researchers are considered
Recommended Citation
Kundi, B. (1993). Antecedents, Moderators and Outcomes of Organizational Commitment. Tanzania Journal of Engineering and Technology (TJET), 17(1), 31-42. https://doi.org/https://doi.org/10.52339/tjet.v17i1.147
Publisher Name
University of Dar es Salaam