Date of Award

4-1-1991

Document Type

Thesis

Degree Name

Master of Arts (MA)

Department

Psychology

First Advisor

Dr. Huge Sage

Second Advisor

Dr. Wayne Harrison

Third Advisor

Dr. William Clute

Fourth Advisor

Dr. Lisa Scherer

Abstract

Reichers (1985) challenged the conceptualization of organizational commitment (OC) as a singular focus on the organization as a whole. She conceptualized OC as a fixed quantity, which could be affected by the employee's perceptions of conflict. Subsequent research (Reichers, 1986) showed that employees' refer to top management when discussing organizational commitment. This research tested the antecedent relationship of conflict perceptions to OC and the potential for the employee to focus on multiple groups in determining their commitment strength. Data were- collected through questionnaires from 162 employees of a larger residential facility for the developmentally disabled. Hypotheses that in the presence of conflict perceptions, commitment to groups within the organization other than top management would account for variance in organizational commitment were not supported. In fact, when conflict perceptions were less than the mean, information was gained by knowledge of commitment to other groups within the organization. OC was found to be reduced by conflict perceptions. Results suggest that fostering multiple commitments within an organization may prevent turnover.

Comments

A Thesis Presented to the Department of Psychology and the Faculty of the Graduate College University of Nebraska In Partial Fulfillment of the Requirements for the Degree Master of Arts University of Nebraska at Omaha. Copyright 1991, Randy L. Fulton

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