Etvidence of Predictive Validit)
Finally, the theory underlying the commitment construct suggest that
highly committed employees will be less likely to leave their jobs and
may. under some circumstances, perform at higher levels than their less
committed counterparts. Data bearing on this point were available from
five studies, again among widely diverse groups of employees.
The predictive power of the OCQ vis-a-vis subsequent voluntary turn-
over has been examined in five studies, including one study conducted
independently by Horn et al. (Note 3) which used a measure of actual
reenlistment among part-time military personnel (see Table 7). Across
nine data points, eight significant correlations between commitment and
turnover were found. The ninth data point. where commitment was mea- nificant (see Porter et al., 1974, for details). Hence, evidence for a consis-
tent inverse commitment-turnover relationship emerges, although the
magnitude of the correlations clearly show that other variables also play
an important role in influencing turnover (Porter & Steers, 1973).
In a longitudinal study among newly hired psychiatric technicians, the
OCQ was compared against the JDI in predicting turnover across time.
The results, shown in Table 8, indicate that the relation between commit-
ment and turnover strengthened over time (as would be predicted), while
this was not the case for the JDI. Moreover, the OCQ proved to be a
somewhat better predictor of turnover than any facet of the JDI. Similar
results have also been reported by Horn et al. (Note 3), although they
found no difference in predictive power between commitment and satis-
faction when the intention to remain component of commitment was
partialed from the commitment-turnover relationship.
sured during the initial employment stage, was not expected to be sig
Etvidence of Predictive Validit)
Finally, the theory underlying the commitment construct suggest that
highly committed employees will be less likely to leave their jobs and
may. under some circumstances, perform at higher levels than their less
committed counterparts. Data bearing on this point were available from
five studies, again among widely diverse groups of employees.
The predictive power of the OCQ vis-a-vis subsequent voluntary turn-
over has been examined in five studies, including one study conducted
independently by Horn et al. (Note 3) which used a measure of actual
reenlistment among part-time military personnel (see Table 7). Across
nine data points, eight significant correlations between commitment and
turnover were found. The ninth data point. where commitment was mea- nificant (see Porter et al., 1974, for details). Hence, evidence for a consis-
tent inverse commitment-turnover relationship emerges, although the
magnitude of the correlations clearly show that other variables also play
an important role in influencing turnover (Porter & Steers, 1973).
In a longitudinal study among newly hired psychiatric technicians, the
OCQ was compared against the JDI in predicting turnover across time.
The results, shown in Table 8, indicate that the relation between commit-
ment and turnover strengthened over time (as would be predicted), while
this was not the case for the JDI. Moreover, the OCQ proved to be a
somewhat better predictor of turnover than any facet of the JDI. Similar
results have also been reported by Horn et al. (Note 3), although they
found no difference in predictive power between commitment and satis-
faction when the intention to remain component of commitment was
partialed from the commitment-turnover relationship.
sured during the initial employment stage, was not expected to be sig
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