A longitudinal analysis of the early development and consequences of organizational commitment.

Abstract

The purpose of this longitudinal study was to examine the development and consequences of organizational commitment early in employees'' careers. University graduates who had recently accepted full-time permanent employment were administered the Organizational Commitment Questionnaire (OCQ) and self-report measures of work experiences, work behaviour, and turnover intention after one, five, and nine months on the job. Comparison of means over time revealed a significant decline in commitment and the favourableness of work experiences during the first nine months of employment. The results of cross-lagged regression analyses provided evidence consistent with the hypothesis that early work experiences influenced commitment to the organization, but not with the hypothesis that commitment influences work behaviour and turnover intention.