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Parallel models of commitment to company and commitment to union were tested on a sample of transportation department employees of a unionized metropolitan newspaper Results indicated that an organizational-commitment model is less successful in predicting union commitment than company commitment The most striking divergence occurred with respect to personal characteristics, which were significantly correlated with company commitment and were unrelated to union commitment On the other hand, the work-experience variables of supervisory relations and social involvement were significantly correlated with both union and company commitment These results have implications for the concept of "dual loyalty," which appears to be explained by day-to-day work experiences.

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