The purpose of this study was to empirically demonstrate the theoretical linkage between behavioral and attitudinal approaches to the study of commitment processes. A longitudinal investigation of the influence of pre-employment behavioral commitments to the job on the development of organizational commitment during the early employment period was undertaken among N = 171 government employees. The results suggest that newly hired employees who perceived they had a high degree of choice in selecting the job and that their choice was not easily revoked reported higher levels of organizational commitment on the first day at work and, to a lesser extent, after one month of employment.
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Mowday et al. (1979) studied this question.