Determinants of Organizational Commitment
基于工作回报与工作价值观的交换视角，评估了各种因素对组织承诺的相对重要性，发现工作回报有强正向影响，工作价值观有弱负向影响，内在回报比外在回报影响更大。
Using an exchange perspective based on work rewards and work values, this study is concerned with assessing the relative importance of various influences on organizational commitment. Data from 1385 workers representing a variety of occupations suggests that the model employed explains a large proportion of the variations in this work attribute. Moreover, it appears that work rewards have a strong positive effect on commitment while work values have a weaker negative effect. The results further indicate that intrinsic rewards are significantly more powerful determinants of commitment than extrinsic rewards. Additionally, the study examines the role of demographic variables. Generally, the data suggests that the effect of demographic factors on commitment is indirect through work rewards and values. The implications of these findings are discussed.