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    Meyer and Allen Model of Organizational Commitment

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    Via11
    This document contains the original scale items from Allen and Meyer (1990) measuring the three components of organizational commitment: 1. Affective commitment items measure emotional attachment and identification with the organization. 2. Continuance commitment items measure the costs associated with leaving the organization. 3. Normative commitment items measure feelings of obligation to remain with the organization.

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    Meyer and Allen Model of Organizational Commitment

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    Via11
    290 views3 pages
    This document contains the original scale items from Allen and Meyer (1990) measuring the three components of organizational commitment: 1. Affective commitment items measure emotional attachment and identification with the organization. 2. Continuance commitment items measure the costs associated with leaving the organization. 3. Normative commitment items measure feelings of obligation to remain with the organization.

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    Meyer and Allen Model of Organizational Commitment

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    This document contains the original scale items from Allen and Meyer (1990) measuring the three components of organizational commitment: 1. Affective commitment items measure emotional attachment and identification with the organization. 2. Continuance commitment items measure the costs associated with leaving the organization. 3. Normative commitment items measure feelings of obligation to remain with the organization.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    290 views3 pages

    Meyer and Allen Model of Organizational Commitment

    Uploaded by

    Via11
    This document contains the original scale items from Allen and Meyer (1990) measuring the three components of organizational commitment: 1. Affective commitment items measure emotional attachment and identification with the organization. 2. Continuance commitment items measure the costs associated with leaving the organization. 3. Normative commitment items measure feelings of obligation to remain with the organization.

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    Appendix B

    Original Commitment Scale Items (Allen and Meyer, 1990)

    Affective Commitment Scale Items

    1. I would be very happy to spend the rest of my career with this organization.* #

    2. I enjoy discussing about my organization with people outside it.#

    3. I really feel as if this organization’s problems are my own.#

    4. I think that I could easily become as attached to another organization as I am


    to this one.(R) #

    5. I do not feel like ‘part of the family’ at my organization.(R) #

    6. I do not feel ‘emotionally attached’ to this organization.(R) #

    7. This organization has a great deal of personal meaning for me.#

    8. I do not feel a ‘strong’ sense of belonging to my organization.(R) #


    Continuance Commitment Scale Items
    1. I am not afraid of what might happen if I quit my job without having another
    one lined up.(R) * #

    2. It would be very hard for me to leave my organization right now, even if I wanted
    to.*

    3. Too much in my life would be disrupted if I decided to leave my organization


    now.*

    4. It wouldn’t be too costly for me to leave my organization now.(R) *

    5. Right now, staying with my organization is a matter of necessity as much as


    desire.*

    6. I feel that I have very few options to consider leaving this organization.+ *

    (Contd...)

    24 The Icfai Journal of Organizational Behavior, Vol. VI, No. 4, 2007


    Appendix B (...Contd)

    7. One of the few serious consequences of leaving this organization would be the
    scarcity of available alternatives.*

    8. One of the major reasons I continue to work for this organization is that leaving
    would require considerable personal sacrifice—another organization may not
    match the overall benefits I have here.*
    Normative Commitment Scale Items
    1. I think that people these days move from company to company too often.*
    2. I do not believe that a person must always be loyal to his or her
    organization.(R) ** #
    3. Jumping from organization to organization does not seem at all unethical to
    me.(R) * #
    4. One of the major reasons I continue to work in this organization is that
    I believe loyalty is important and therefore feel a sense of moral obligation to
    remain.* #
    5. If I got another offer for a better job elsewhere I would not feel it was right to
    leave my organization.* #
    6. I was taught to believe in the value of remaining loyal to one organization.** #
    7. Things were better in the days when people stayed in one organization for most
    of their careers.*
    8. I do not think that to be a ‘company man’ or ‘company woman’ is sensible
    anymore.(R) **

    Note: +
    Meyer and Allen (1997) substitute ‘believe’ for ‘feel’ in this item.
    *
    Directly reflects the focal behavior for organizational commitment,
    staying/leaving.
    **
    Indirectly reflects the focal behavior.
    #
    Reflects affective content.
    (R )
    Reverse-coded item.

    Meyer and Allen Model of Organizational Commitment: Measurement Issues 25

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