A Critical Examination of the Internalization, Identification, and Compliance Commitment Measures

Abstract

The objectives of this study were to examine O'Reilly and Chatman's ( 1986) compliance, identification, and internalization scales, and to compare the latter measures to the OCQ. Two studies were completed. Findings from Study 1 indicated that: ( 1) Although reliable, the identification measure was redundant with the OCQ; ( 2) the internalization measure was reliable and valid in that most items strongly loaded upon a different factor than did items of all other measures; and ( 3) the compliance measure obtained some validity only after the removal of two of its items, but possessed weak reliability throughout the analysis. Study 2 examined the applicability of the reconstituted ( based upon findings from Study 1) OCQ, internaliza tion and compliance measures in a longitudinal model of the turnover process. Of the three measures, only the OCQ had a significant causal effect within the model. Implications of these findings are examined.

A Multidimensional Commitment Model of Volitional Systems Adoption and Usage Behavior

“…The centrality of system users' own beliefs versus how those beliefs "conform" to others' beliefs distinguishes affective from continuance commitment. Empirical findings from behavioral research (e.g., [53,67,69]) on Kelman's social influence processes affirms that (resulting) commitment indeed taps these two distinct components.…”

“…Based upon Meyer and Allen's [46] research on commitment, psychological attachment has two different dimensions: (1) an affective conceptualization of commitment, which refers to commitment based upon internalization and identification; and (2) a continuance (cognitive) conceptualization of commitment, which is based on compliance. Empirical findings from behavioral research suggest that commitment based upon social influence taps two distinguishable components-one for both internalization and identification, and the other for compliance [53,67,69].…”

“…The measurement scales for perceived usefulness, perceived ease of use, attitude, and behavioral intention were adapted from Davis [17,18]. To measure commitment, we used an adaptation of the commitment scale developed by O'Reilly and Chatman [52], and empirically validated in several studies [7,52,69]. Items within the same construct were randomized to prevent systematic response bias.…”

Subjective and Occupational Well-Being in a Sample of Mexican Workers

“…One of the difficulties of staff turnover studies is the enrolment of people who have already left the organization. As a result, various authors have considered ''intention to leave'' as the best predictor of turnover (Tett and Meller 1993;Vandenberg et al 1994). We hypothesized that: employees with the greatest intention to leave show the lowest levels of subjective well-being (H3a), and that employees with the greatest intention to leave show the lowest levels of occupational well-being (H3b).…”

A follower-centric approach to the vision integration process

“…We reviewed the literature for evaluations of commitment measures (Morrow & McElroy, 1985;Reichers, 1985Reichers, , 1986Shaub, 1991;Sutton & Harrison, 1993;Vandenberg, Self, & Seo, 1994;White, Parks, Gallagher, Tetrault, & Wakabayashi, 1995) and selected a unidimensional measure of organizational commitment: The Organizational Commitment Questionnaire (OCQ) by Mowday, Steers, and Porter (1979; see also Mowday, Porter, & Steers, 1982); sample item: "I really care about the fate of this organization" (alpha = .95).…”