| The use of outsourcing has experienced a tremendous rate of growth in recent years and has also taken on a more strategic role within corporate America. Despite the increased prevalence of outsourcing, little empirical research on organizational commitment has focused on the outsourcing work environment. The present study addressed this relative void in the literature by examining affective, normative, and continuous commitment in a long-term outsourcing engagement. Results of the study indicated that participants were committed to both their employer and the client organization. With respect to antecedents of dual commitment, perceived organizational support and intersender conflict were related to affective dual commitment and normative dual commitment. Employer-client relations and employer responsibility interference were also related to dual affective commitment, while marketability was related to dual continuous commitment. Finally, all three components of dual commitment were negatively related to turnover intention. Overall, the results were consistent with expectations. Further research, however, is recommended in order to replicate these findings in other outsourcing environments, as well as extend the literature to include additional antecedents and consequences of dual commitment. |
