The Impact of Multiple Commitments on Intentions to Resign: an Empirical Assessment
研究比较了员工对组织、工作、职业和主管四种承诺对离职意向的影响，发现职业承诺影响最大，并检验了组织承诺作为关键中介变量的理论。
A number of authors have recently drawn attention to the need to explore, conceptually and empirically, the relationships between different types of employee commitment and work outcomes. Management, continually grappling with the challenge of organizational effectiveness, is often interested in outcomes such as the individual job‐performance levels of employees and absenteeism as well as the number of resignations from the organization. One of these, turnover as measured by intentions to resign, and its relationship with multiple commitments in the organization, is the focus of this study. The first objective was to compare the impact of four constituent‐specific commitments (commitment to the organization, job, profession and supervisor), termed ‘employee commitment’, on intentions to resign. Second, the ‘key mediating construct’ proposition of organizational commitment suggested by Hunt and Morgan (1994) was empirically evaluated. The empirical results show that the impact of commitment to the profession on intentions to resign is the most influential. In addition, the data suggest that neither the ‘one of many’ model nor the ‘key mediating construct’ theory of employee commitment can be described as superior in explaining intentions to resign.