The Relationships among Organizational Commitment, its Antecedents and Outcomes in the Asian Context: The case of Korean and Thai employees

This research explores the various relationships among organizational commitment, its antecedents and outcomes in the Asian context. The purpose of this study is to examine the relationships between the prime antecedent variables(role ambiguity and role conflict) and the components of organizational commitment(affective commitment and continuance commitment) as well as the relationships between the commitment components and the outcomes of commitment(turnover intention and job satisfaction). This study used a path analysis approach to investigate the integrated relationships among variables. The results showed that the role ambiguity was more significant than role conflict in explaining other variables. The effect of role ambiguity was negative and significant both on affective commitment and job satisfaction. A negative influence of role ambiguity on continuance commitment was found only in Korea. As for role conflict, there were limited influences found both on affective and continuance commitment. The results also confirmed the significant mediating effects of affective commitment both between role ambiguity and job satisfaction and between role conflict and turnover intention. Based on the empirical findings, this study suggested several managerial implications in terms of human resource management.