Effects of Developmental Strong-Ties on Affective Organizational Commitment, Job Satisfaction, and Turnover Intention

The purpose of this study was to investigate the impacts of strong ties within an organization and a profession in a developmental network on affective organizational commitment, job satisfaction, and turnover intention. The analysis of data collected from 357 samples of South Korean companies suggest that internal strong ties within an organization are positively related to affective organizational commitment and negatively related to turnover intention. Strong external ties with people of the same profession do not have a significant impact on job satisfaction. Combined with internal organizational ties, they positively affect turnover intention. This study also shows that affective organizational commitment and job satisfaction reduce turnover intention. This study conceptually and methodologically applies social network analysis to an organization study. From the social network perspective, human behavior in organizations is largely explained by structural characteristics of a network that constrains the actors in the network. Given that individuals’ personal networks can be predictors of employees’ attitudinal and behavioral consequences, this study pays attention to characteristics of individual developmental networks that affect attitudes and behaviors in organizations.