A Longitudinal Assessment of the Impact of Selected Organizational Influences on Salespeople's Organizational Commitment during Early Employment
通过纵向研究，考察了早期雇佣期间领导行为、角色压力和满意度如何影响销售人员组织承诺的发展，以及承诺如何影响离职意向和行为。
To examine the antecedents and consequences of the development of salespeople's organizational commitment during early employment, the authors conducted a longitudinal study. The study focused on how changes in three key antecedents (leadership behavior, role stress, and job satisfaction) influence the development of commitment and how changes in commitment, in turn, affect turnover intentions and behavior. Results suggest that role ambiguity and job satisfaction (but not leadership behavior) are significant contributors to the development of organizational commitment during early employment. The results also show that organizational commitment influences turnover through its significant impact on propensity to leave.