Commitment Propensity, Organizational Commitment, and Voluntary Turnover: A Longitudinal Study of Organizational Entry Processes
研究了入职前的承诺倾向如何影响入职后的组织承诺发展，以及初始承诺对四年内自愿离职的预测作用，适合关注员工留任和入职管理的学者。
This study investigated the effect of commitment propensity (a summary concept comprising personal characteristics and experiences that individuals bring to the organization) on the development of subsequent organizational commitment and voluntary turnover In a field setting where situational influences on attitudes and behaviors were very strong, commitment propensity, measured prior to the individual 's entry into the organization, predicted subsequent organizational commitment, measured at five points in time after entry. Moreover; initial commitment, measured at time of entry, predicted voluntary turnover across a 4-year period. The implications for theory and practice are discussed.