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Among a representative sample of the Dutch population (Study 1: N = 690), careeroriented and team-oriented commitment were assessed, in addition to affective organizational commitment (Meyer & Allen, 1991).Confirmatory factor analysis supported the proposed distinction between the 2 specific forms of commitment at the measurement level.Furthermore, the construct validity of team-oriented and career-oriented commitment as well as their differential implications were corroborated by self-reports of workrelated behavior 1 year later.The distinction between career-oriented and team-oriented commitment was then cross-validated in a 2nd study, among employees of a financial service organization in Belgium (TV = 287), in which the constructs proved to be not only differentially related to self-reported behavior at work, but also predictive of performance ratings by superiors.
Ellemers et al. (1998) studied this question.