Construct validity of Meyer and Allen’s Three Component Model

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Construct validity of Meyer and Allen’s Three Component Model Pages 2 Researchers have studied the construct validity of Meyer and Allen’s (1991) three-component model of commitment along with its measures and found a strong support for the scale. Allen and Meyer (1996) reviewed the model with a revised scale by review of 40 sample and found the same validity. Despite the supportive evidence by validity among 40 samples of Allen and Meyer (1996) scale still some important matters of conceptualization and measurement are pointed out by social scientist. Firstly, if we look into the uniformity of the continuance commitment scale. McGee and Ford (1987) identified two sub-dimensions of continuance commitment. These dimensions were summed as ‘Low job alternatives’ and ‘High personal sacrifice’. The ‘Low job alternatives’ viewed that people do not turnover from the organizations because they do not have other alternative, and ‘High personal sacrifices’ suggests that people stay because they do not want to lose their investments of years which the have spend in the organization relationship for their future (e.g., pension). These finding were studied under the umbrella of dimensionality of continuance commitment by other researches and they also confirmed the above sub dimensions. see (Dunham, Grube, & Castaneda, 1994; Hackett et al., 1994; Meyer, Allen, & Gellatly, 1990; Somers, 1993). Another argument which brings a doubt to the validity of the three component model of commitment is that, high correlations between the antecedents of affective commitment and normative commitment dimensions exist, confirmed by researches including Meyer and Allen. The fact of the matter that the distinction between theses two components of commi... ... middle of paper ... ... 24, 285-308. O’Reilly, C., III, & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance , identification, and internalization on pro-social behavior. Journal of Applied Psychology, 71, 492-499. Abdel-Halim, A.A. (1981). A reexamination of ability as a moderator of role perception-satisfaction relationship. Personnel Psychology, 34, 549-561. Jones, F.F., Scarpello, V., & Bergmann, T. (1999). Pay procedures - What makes them fair? Journal of Occupational and Organizational Psychology, 72(2), 129-145. Scarpello, V., & Jones, F.F. (1996). Why justice matters in compensation decision making. Journal of Organizational Behavior, 17, 285-299. Balfour, D., & Wechsler, B. (1996). Organizational commitment: Antecedents and outcomes in public organizations. Public Productivity and Management Review, 29, 256-277.

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