Examining the Causal Order of Job Satisfaction and Organizational Commitment
通过纵向数据检验了工作满意度与组织承诺之间的四种因果假设，结果支持组织承诺导致工作满意度的模型，对理解员工态度形成机制有参考价值。
Four hypotheses have been advanced regarding the causal relationship between job satisfaction and organizational commitment: (a) satisfaction causes commitment, (b) commitment causes satisfaction, (c) satisfaction and commitment are reciprocally related, and (d) no causal relationship exists between the two constructs. These four hypotheses were represented by separate structural equation models in a longitudinal research design. Using a sample of management information systems professionals, the models were tested using a combination of pseudo-generalized least squares, and full information maximumlikelihood estimation procedures. The latter procedures controlled for the unmeasured causal variables problem characterizing past studies. Results supported the commitment-causes-satisfaction model.