An integrative model of managerial perceptions of employee commitment: antecedents and influences on employee treatment |
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| Authors: | Ted H. Shore William H. Bommer Lynn M. Shore |
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| Affiliation: | 1. Department of Management and Marketing, Markstein School of Business, California State University, San Marcos, California, U.S.A.;2. Department of Management, Craig School of Business, Fresno State University, Fresno, California, U.S.A.;3. Department of Management, College of Business Administration, San Diego State University, San Diego, California, U.S.A. |
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| Abstract: | An integrative model of antecedents and outcomes of managerial perceptions of employee organizational commitment was developed and tested with 490 employees of a publicly owned U.S. manufacturing firm. The results are consistent with predictions showing that self‐reported affective commitment and supervisor‐focused impression management predicted managerial perceptions of affective commitment, whereas age, tenure, education, training and development, and self‐focused impression management were related to managerial perceptions of continuance commitment. Furthermore, manager‐rated affective and continuance commitment were differentially related to supervisory treatment of the employee (i.e. receiving contingent rewards and non‐contingent punishment). The results of this study show how managers develop perceptions of affective and continuance commitment, and through their associated treatment of employees, has important implications for the ways managers may serve to enhance or detract from employee contributions to the organization. Copyright © 2008 John Wiley & Sons, Ltd. |
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