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.

摘要

我们使用资源节约理论来解释组织承诺方面与工作绩效之间的关系以及原因。我们认为，对于员工而言，核心资源的性质是不同的，因此，承诺方面和工作绩效对应于积累这些资源的努力。对从403名销售代表及其主管那里收集的数据进行的分析表明，尽管情感和规范承诺与工作绩效的正相关在不同的转换行为水平上差异不大，但当主管的交易行为较低时，这种关系就很强。但是，当主管的变革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就很弱。也，