Constraints of task identity on organizational commitment

This study examines how task identity, organizational commitment and career stage are related. Data are provided by 269 lower level employees in Taiwan. Employee age and organizational tenure are used as operational definitions of career stage. Results indicate that although an employee’s age moderately influences the relationship between task identity and organizational commitment, no moderating effect of tenure is found. In addition, the findings suggest an inverted U‐shaped curvilinear relationship between task identity and organizational commitment. The authors discuss the implications for theory and practice.