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To test hypotheses concerning the influence of prospective and retro-spective rationality in the development of organizational commitment, we measured both the affective and continuance commitment of recent university graduates on three occasions during theirfirst year of employment and examined their relations with variables measured prior to and following entry into an organization. Prior to entry, we measured variables presumed to bind individuals to their choice of organization (i.e., volition, irrevocability, and importance) as well as perceived decision quality. Following entry, we measured perceptions of job quality, investments, and alternative employment opportunities. The results were more consistent with a prospective- than with a retro-spective-rationality view of the development of commitment. The best predictors of affective commitment were the job-quality and decision-quality variables. Continuance commitment correlated most strongly with the pre-and post-entry measures of perceived alternatives. Implications for organizational efforts to foster commitment in employees are discussed.
Meyer et al. (Sun,) studied this question.