Attitudinal organizational commitment and job performance: a meta‐analysis
verifiedrich profile · Journal of Organizational Behavior · 2002
Riketta, Michael
How this was studied
A meta-analytic synthesis — it pools many primary studies rather than running a single design, so there is no single-study diagram.
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
organizational commitment → task performance
organizational commitment → task performance
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
affective commitment predicts overall job performance
organizational commitment predicts task performance
In the authors’ words
The article’s own abstract.
Abstract A meta‐analysis was conducted to estimate the true correlation between attitudinal organizational commitment and job performance and to identify moderators of this correlation. One‐hundred and eleven samples from 93 published studies were included. The corrected mean correlation was 0.20. The correlation was at least marginally significantly stronger for: (a) extra‐role performance as opposed to in‐role performance; (b) white‐collar workers as opposed to blue‐collar workers; and (c) performance assessed by self ratings as opposed to supervisor ratings or objective indicators. Four other assumed moderators (commitment measure: Affective Commitment Scale versus Organizational Commitment Questionnaire, job level, age, and tenure) did not have at least marginally significant effects. Copyright © 2002 John Wiley & Sons, Ltd.
What the literature says about it
Attributed, open-access quotes from other works that cite this article, plus the citation-graph verdict tally. Corroborations and disputes, in one place — the honest-broker view.
supports “…motivational aspects as well as on organizational commitment in our research, because these variables are associated with performance and dropout, both at the university and in companies (Kuusio et al. 2010; Richardson et al. 2012; Riketta 2002; Schneider and Preckel 2017; Schnettler et al. 2020).”
supports “[71] and Riketta [72] also reported that employee affective commitment to the organization has a strong positive relationship with their performance in the organization based on meta-analyses of earlier works.”
supports “Riketta (2002) noted a higher correlation between attitudinal commitment and organizational culture through citizenship behavior and innovative work behavior toward employees’ performance.”
supports “Meyer et al. [71] and Riketta [72] also reported that employee affective commitment to the organization has a strong positive relationship with their performance in the organization based on meta-analyses of earlier works.”
supports “This result is in line with the current empirical and theoretical state of research, that organizational commitment predicts performance and dropout (Kuusio et al. 2010; Meyer and Allen 1991; Meyer et al. 2002; Riketta 2002).”
Ancillary research
Neighbouring works in the citation graph around this article.
- 10.1186/s40461-023-00152-y
- 10.3390/bs12100406
- 10.36346/sarjbm.2022.v04i04.002
- 10.6007/ijarbss/v13-i11/19808
- 10.55214/25768484.v8i4.1590
Assembled from Principia’s registry — bibliographic record, extracted effect sizes, the models they inform, and open-access citing literature.