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Affective and continuance commitment and their relations with deviant workplace behaviors in Korea

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Abstract

This study examined the nature of the relations between affective and continuance components of organizational commitment (Meyer & Allen, 1991, Human Resource Management Review, 1: 61–89) and deviant workplace behaviors (DWB; Bennett & Robinson, 2003) in a sample of 120 Korean employees and their supervisors. As expected, we found that affective commitment was negatively related, and continuance commitment was positively, albeit modestly, related to supervisor ratings of DWB. Implications for the theory and practice are discussed.

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Notes

  1. Lee et al. (2001) made a similar observation regarding the normative commitment scale (NCS) in a Korean context. When some items of the NCS were modified to be more amenable to translation, this new measure showed acceptable internal consistency reliability and factorial validity. Moreover, the modified NCS contributed incrementally to the prediction of turnover intention above and beyond affective and continuance commitment.

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Authors and Affiliations

  1. Department of Psychology, University of Guelph, Guelph, ON, Canada, N1G 2W1

    Harjinder Gill

  2. University of Western Ontario, London, Ontario, Canada

    John P. Meyer

  3. University of Calgary, Calgary, Alberta, Canada

    Kibeom Lee

  4. Kansas State University, Manhattan, KS, USA

    Kang-Hyun Shin

  5. Daegu University, Daegu, South Korea

    Chang-Young Yoon

Authors
  1. Harjinder Gill
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  2. John P. Meyer
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  3. Kibeom Lee
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  4. Kang-Hyun Shin
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  5. Chang-Young Yoon
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Correspondence to Harjinder Gill.

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Gill, H., Meyer, J.P., Lee, K. et al. Affective and continuance commitment and their relations with deviant workplace behaviors in Korea. Asia Pac J Manag 28, 595–607 (2011). https://doi.org/10.1007/s10490-009-9165-0

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