Commitment is of interest because it is associated with greater job effort and involvement. Committed employees are also less likely to leave their positions and display other withdrawal behaviors, such as absenteeism. Voluntary commitment is especially important in schools, given the difficulty in inspecting and controlling teachers?work. Here the structure, reliability and validity of the self-developed occupational commitment scale, also the antecedents and outcomes of occupational commitment were examined by interviews and questionnaires from two samples of middle school and elementary school teachers(N 1 505,N23 00), by methods of variance analysis ,correlation, EPA, regression, CPA, etc. Major findings are as follows: l)occupational commitment is a three-dimensional structure, including affective commitment, continuance commitment, and normative commitment;2)the internal consistency reliability and test-retest reliability of the self-developed scale are reasonable, so do the concurrent validity and the construct validity;3)the effects of occupational commitment on organizational citizen behavior, organizational commitment, and job performance are significant;4)occupational commitment is a good predictor of organizational turnover intention and occupational turnover intention;5)demographic variables such as gender, age, education, occupational tenure, etc, have an influence on occupational commitment;6)the scale needs further revise in university teachers and in other occupations.
|