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The Assessment of Commitment: Advantages of a Unidimensional, Target-Free Approach

机译：承诺评估：一维，无目标方法的优势

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This study.presents a new approach to assessing commitment reflecting the Klein, Molloy, and Brinsfield (2012) reconceptualization. Klein et al. recast the construct to address issues hindering commitment scholarship, but their claims cannot be tested with existing measures. This paper presents a 4-item measure consistent with the Klein et al. conceptual definition, a measure intended to be unidimensional and applicable across all workplace targets. Our purpose is to present the development of and provide initial validity evidence for this new commitment measure and to compare it to existing alternative measures. Hypotheses around these objectives were tested with data gathered across 5 samples yielding 2,487 participants representing a wide range of jobs, organizations, and industries. Each sample examined a unique set of variables and targets that together provide a comprehensive test of this new measure relative to 8 different targets, several constructs within the nomological network, and 4 prior commitment measures. Results support our hypotheses regarding (a) the measure's properties and structure, (b) convergence and divergence with prior measures of commitment and other constructs in the nomological network, and (c) advantages over prior measures. These findings support the validity of this new approach to assessing commitment, laying the foundation for future research to address critiques of the commitment construct; better examine the multiple commitments individuals simultaneously hold; and bring consistency, synergy, and integration to commitment scholarship across workplace targets. The conceptual, methodological, and practical benefits of the measure are discussed, along with study limitations and future research opportunities.
机译：这项研究提出了一种评估承诺的新方法，反映了克莱因，莫洛伊和布林斯菲尔德（2012）的重新概念化。克莱因等。重塑了结构，以解决阻碍承诺奖学金的问题，但是他们的主张无法用现有措施进行检验。本文提出了一项与Klein等人一致的4项措施。概念定义，旨在一维化并适用于所有工作场所目标的度量。我们的目的是介绍此新承诺措施的发展并提供初步有效性证据，并将其与现有替代措施进行比较。围绕5个样本收集的数据对这些目标的假设进行了测试，产生了2,487名参与者，这些参与者代表了各种各样的工作，组织和行业。每个样本都检查了一组独特的变量和目标，这些变量和目标相对于8个不同目标，法理网络中的几种构造以及4个先验承诺度量，共同提供了对该新度量的全面测试。结果支持了我们关于以下方面的假设：（a）度量的性质和结构;（b）与先验度量和在名词学网络中的其他构造的收敛和分歧;以及（c）相对于先前度量的优势。这些发现支持了这种评估承诺的新方法的有效性，为未来研究以解决对承诺结构的批评奠定了基础。更好地检查个人同时承担的多项承诺;并使工作场所目标的承诺奖学金具有一致性，协同作用和整合性。讨论了该方法的概念，方法和实践优势，以及研究局限性和未来的研究机会。

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