Multiple commitments at work and their influence on extrarole behavior.

摘要

Previous research on commitment in work organizations has focused primarily on single or dual targets of commitment; however, theory suggests that multiple targets of commitment exist in organizations and that such commitments predict extrarole behavior. Initially, this study analyzed the influence of multiple commitments on extrarole behaviors (which were considered functional to the organization). Then, relationships among commitments to eight separate targets (i.e., top management, supervisor, doctors associated with a hospital, co-workers, patients, formal occupational associations, occupation, and organization) were assessed.; This study was performed in two hospitals located in Southern California and Western Philadelphia. Nurses, radiology professionals, cardiology professionals, and administrative service employees comprised the 293 respondents. Employees responded to questionnaire items on multiple commitments while supervisors judged extrarole behavior.; This study found that organizational commitment was not a strong predictor of extrarole behavior. Commitment to immediate supervisors was a significant predictor of extrarole behavior for respondents who did not intend to become managers or supervisors. For respondents with managerial aspirations, commitments did not significantly predict extrarole behavior.; This study found that commitments to the top management and immediate supervisors were positively related to organizational commitment but not related to occupational commitment. Commitment to top management was related positively to commitment to doctors while commitment to supervisors was related positively to commitment to co-workers and negatively to patients. Commitments to co-workers, occupational associations, and patients exhibited stronger, positive relationships with occupational commitment than with organizational commitment. All occupational-related commitments were positively related to commitment to doctors.; Based on this dissertation's findings, suggestions are made for future research on antecedents to extrarole behavior and on the relationships among multiple commitments at work. Practical implications of this study's findings are also discussed.