Abstract
Introduction: There is no consensus on the attitudinal or motivational nature of organizational commitment among researchers. This study was conducted for examining an attitudinal model of organizational commitment. The underlying model was Eagly and Chaiken (1993) attitude model.
Method: The sample consisted of 256 psychology students of Isfahan University who were selected as volunteers. The control variables namely habit, utilitarian outcomes, normative outcomes and self- identity outcome were investigated through vignette and other variables namely attitude toward target, attitude toward behavior and behavioral intention were measured by question. For statistical analysis of findings, structural equation modeling, the generalized estimating equations (GEE) approach and R software were used.
Findings: Three equivalent models introduced that their fit indexes were same but because of direction of , only one was confirmed. The results refuted the hypothesis that attitude toward stealing behavior as the mediator variable between the attitude toward target (affective commitment) and intention to steal and habit, and the revised model substituted intention by affective commitment for criterion model confirmed, utilitarian outcomes, normative outcomes and self-identity outcomes were control variables.
Conclusion: Based on the findings, it was found that organizational commitment as criterion variable for attitude toward behavior via intention rout. The proposed model of Eagly and Chaiken (1993) was revised and attitude toward target was replaced to criterion variable. Managers and organizations are recommended to take serious effort for employees socialization in desired behaviors.
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