Organizational commitment, turnover and absenteeism: An examination of direct and interaction effects
研究组织承诺的三个成分（情感、规范、持续）对离职意向、实际离职和缺勤的影响，发现情感承诺最稳定预测这些结果，且持续承诺与情感承诺存在交互作用。
Abstract A three component model of organizational commitment was used to study job withdrawal intentions, turnover and absenteeism. Affective commitment emerged as the most consistent predictor of these outcome variables and was the only view of commitment related to turnover and to absenteeism. In contrast, normative commitment was related only to withdrawal intentions while no direct effects for continuance commitment were observed. Continuance commitment, however, interacted with affective commitment in predicting job withdrawal intentions and absenteeism. The form of the interaction was such that high sunk costs tempered relationships between affective commitment and the relevant outcome variables.