ORGANIZATIONAL COMMITMENT, TURNOVER AND ABSENTEEISM - AN EXAMINATION OF DIRECT AND INTERACTION EFFECTS

A three component model of organizational commitment was used to study job withdrawal intentions, turnover and absenteeism. Affective commit ment emerged as the most consistent predictor of these outcome variabl es and was the only view of commitment related to turnover and to abse nteeism. In contrast, normative commitment was related only to withdra wal intentions while no direct effects for continuance commitment were observed. Continuance commitment, however, interacted with affective commitment in predicting job withdrawal intentions and absenteeism. Th e form of the interaction was such that high sunk costs tempered relat ionships between affective commitment and the relevant outcome variabl es.