We use regulatory focus theory to derive specific predictions regarding the differential relationships between regulatory focus and commitment. We estimated a structural equation model using a sample of 520 private and public sector employees and found in line with our hypotheses that (a) promotion focus related more strongly to affective commitment than prevention focus, (b) prevention focus related more strongly to continuance commitment than promotion focus, (c) promotion and prevention focus had equally strong effects on normative commitment. Implications of these findings for the three-component model of commitment, especially the ‘dual nature’ of normative commitment, as well as implications for human resources management and leadership are discussed.
Bibliographical noteNOTICE: this is the author’s version of a work that was accepted for publication in Journal of vocational behavior. Changes resulting from the publishing process, such as peer review, editing, corrections, structural formatting, and other quality control mechanisms may not be reflected in this document. Changes may have been made to this work since it was submitted for publication. A definitive version was subsequently published in Markovits, Y, Ulrich, J, van Dick, R & Davis, AJ, 'Regulatory foci and organisational commitment' Journal of vocational behavior, vol. 73, no. 3 (2008) DOI http://dx.doi.org/10.1016/j.jvb.2008.09.004
- regulatory focus
- organizational commitment