Examination of the combined effects of work values and early work experiences on organizational commitment
研究检验了早期工作经历对组织承诺的影响是否受员工工作价值观的调节，发现价值观与经历在预测情感承诺和规范承诺时存在交互作用，但交互模式因价值观/经历组合而异。
We tested the hypothesis that the influence of early work experiences on organization commitment would be moderated by the value employees place on these experiences. We measured work values in two samples of recent university graduates prior to organizational entry, and obtained measures of commensurate work experiences and three forms of commitment (affective, continuance, and normative: Allen and Meyer, 1990) on different occasions following entry. Regression analyses revealed that values and experiences did interact in the prediction of affective commitment and normative commitment, but that the nature of the interaction was different for different work value/experience combinations. The findings provide some challenge to the common sense assumption that positive work experiences will have the strongest effect on commitment among those who most value such experiences. Implications for research and practice are discussed. © 1998 John Wiley & Sons, Ltd.