Organizational commitment in Nepalese settings

This study examines the three-dimensional organizational commitment (OC) co ncept (Meyer & Allen, 1997) in Nepal. Standardized questionnaires were admi nistered to a heterogeneous sample of 103 employees of four different Nepal ese organizations (bank, food corporation, telecommunication, and an airlin e). Exploratory factor and confirmatory factor analyses replicate the dimen sionality of OC, i.e., the three facets of commitment (affective, normative , and continuance commitment) could be found also in a developing country w ith a cultural background very different from the places where the commitme nt concept was originally formulated. Antecedents and consequences of organ izational commitment were investigated by multiple regression analyses. Con tinuance and normative commitment were both explained by job characteristic s, i.e., by the perception of the job as interesting, affective commitment could not be explained with the set of variables used in this study. Howeve r, it is affective commitment which particularly accounts for variance in s earch intentions as well as in turnover intentions.