CAREER-ORIENTED VERSUS TEAM-ORIENTED COMMITMENT AND BEHAVIOR AT WORK

Among a representative sample of the Dutch population (Study 1. N = 69 0), career-oriented and team-oriented commitment were assessed, in add ition to affective organizational commitment (Meyer & Alien, 1991). Co nfirmatory factor analysis supported the proposed distinction between the 2 specific forms of commitment at the measurement level. Furthermo re, the construct validity of team-oriented and career-oriented commit ment as well as their differential implications were corroborated by s elf-reports of work-related behavior 1 year later. The distinction bet ween career-oriented and team-oriented commitment was then cross-valid ated in a 2nd study, among employees of a financial service organizati on in Belgium (N = 287),in which the constructs proved to be not only differentially related to self-reported behavior at work, but also pre dictive of performance ratings by superiors.