The Measurement Artifact in the Organizational Commitment Questionnaire

Abstract

This study empirically examined the debate in the literature regarding the dimensionality of the Organizational Commitment Questionnaire. The sample comprised 803 employees from organizations in the information technology and hospitality industries. Confirmatory factor analysis showed that the Organizational Commitment Questionnaire appears to have a two-factor structure, with one factor consisting of positively worded items and the other factor, negatively worded items. Scores on both factors correlated significantly with job satisfaction, suggesting that both factors appear to be measuring a similar aspect of organizational commitment and that they present as two factors given as measurement artifacts of the item wording.

Female Perceptions of Organizational Justice

“…Job satisfaction: The three positively-worded items from the job diagnostics survey (Hackman and Oldham, 1975) were used to assess general job satisfaction. The negatively worded items were not used because they reflect intent to quit (Caught et al, 2000), a variable measured specifically and separately in this study. It was decided that the negatively worded items could inappropriately influence the relationship between satisfaction and intention to quit and corrupt the relationships of those variables with other variables.…”

Entrepreneurial intention, job satisfaction and organisation commitment - construct of a research model through literature review

“…On the other hand, organisational commitment is the employees' state of being committed to assist in the achievement of the organisation's goals and involves the employees' levels of identification, involvement, and loyalty (Caught & Shadur, 2000). It is a state of being, in which organisational members are bound by their actions and beliefs that sustain their activities and their own involvement in the organisation (Miller & Lee, 2001).…”

Organizational Commitment-Rewards Relationship and its Change in Japanese Companies in China

“…OC is defined as the employees' state of being committed to assist in the achievement of the organization's goals, and involves the employees' levels of identification, involvement, and loyalty (Caught & Shadur, 2000). The reason why the researcher focuses on the antecedents of OC is because OC is seen as a prime explanation for why some desire to remain employed while others do not (Allen & Meyer, 1990;Mowday, Porter, & Steers, 1982;Peyyer, Jordan, Firms, & Travaglione, 2010;Steers, 1977) or why some have a high work performance while others do not (Meyer, Stanley, Herscovitch, & Topolnytsky, 2002;Phipps, Prieto, & Ndinguri, 2013).…”