Organizational commitment (OC) is defined as the relative strength of an individual's attachment towards the organization. It is also an important concept in understanding employees' behaviors in the workplace. The present study has four main objectives : (a) improve the understanding of OC's process using Lewin's (1943, 1951) theory, (b) design a model of this process using structural equation modeling (EQS; Bentler, 1995) instead of classical multiple regressions, (c) bring about a conceptual contribution to the understanding of OC using Becker's (1992) proposed measure instead of Meyer and Allen's (1991) proposed measure and, (d) provide a conceptual contribution to the understanding of OC by integrating foci of commitment rather than bases of commitment. Aside from a few articles by Becker (1992; Becker & Billings, 1993; Becker et al., 1996), there are few models and empirical research integrating foci of commitment. In order to attain our objectives, we will analyze results obtained from 22 health establishments. Questionnaires were distributed to personnel and doctors with an active status in each participating establishment according to a proportional stratified probabilistic sampling. The determination of straturns was a function of occupational category, job status and occupational status. This study was conducted to put forth and confirm the first model, tested through structural equation modeling, of distal and proximal antecedents of four organizational commitment (OC) foci : organization, top management, supervisor, and work group that were assessed with Becker's (1992) scale and its consequences. The results, obtained from a sample of 3,037 participants from all occupational categories, showed that the data fit our model.

The model suggests a structure where the influence of the two distal variables (Locus of control and Work involvement) on the four foci of OC is totally through the proximal variables (Perceived role states, Perceived immediate supervisor's leadership, Job involvement, Perceived organizational characteristics). We found that employees distinguish foci of commitment and that those foci of commitment were important determinants of job satisfaction.

5 février 2003