Another look at the locus of control-organizational commitment relationship: it depends on the form of commitment

Previous studies imply that individuals with an external locus of control (LOC) are less likely to be committed to their organizations. More recent work on organizational commitment has suggested that commitment is not a unidimensional construct and can take several forms (e.g., affective and contin...

Full description

Saved in:
Bibliographic Details
Published in:Journal of organizational behavior 1999-11, Vol.20 (6), p.995-1001
Main Authors: Coleman, Daniel F., Irving, Gregory P., Cooper, Christine L.
Format: Article
Language:English
Subjects:
Applied psychology
Behavior
Canada
Civil servants
Commitments
Construct validity
Employees
Employment
Human resources
Hypotheses
Job satisfaction
Locus of control
Normativity
Organizational behavior
Organizational commitment
Psychological aspects
Psychometrics
Questionnaires
Relationship
Response rates
Studies
Unconsciousness
Validation studies
Worker Responses
Citations: Items that this one cites
Online Access:Get full text
Tags: Add Tag
No Tags, Be the first to tag this record!
Description
Summary:Previous studies imply that individuals with an external locus of control (LOC) are less likely to be committed to their organizations. More recent work on organizational commitment has suggested that commitment is not a unidimensional construct and can take several forms (e.g., affective and continuance). Using a sample of 232 employees of a Canadian governmental agency, we examined the relations between LOC and two different forms of organizational commitment that have been found to have different antecedents and consequences. We found that internal LOC was associated with affective commitment and external LOC was associated with continuance commitment. Implications for research and practice are discussed.
ISSN:0894-3796
1099-1379
DOI:10.1002/(SICI)1099-1379(199911)20:6<995::AID-JOB955>3.0.CO;2-3