Commitment to company and union: Parallel models.

Parallel models of commitment to company and commitment to union were tested with 16 employees of the transportation department of a unionized metropolitan newspaper. In addition to the commitment measures, Ss completed segments of the Job Diagnostic Survey and instruments assessing job stress, perceived pay equity, and social involvement. Results indicate that an organizational-commitment model is less successful in predicting union commitment than company commitment. The most striking divergence occurred with respect to personal characteristics, which were significantly correlated with company commitment and were unrelated to union commitment. However, the work-experience variables of supervisory relations and social involvement were significantly correlated with both types of commitment. Results have implications for the concept of "dual loyalty," which appears to be explained by day-to-day work experiences. (14 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)