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The Relationships of Role Clarity and Organization-Based Self-Esteem to Commitment to Supervisors and Organizations and Turnover Intentions


Alexandra Panaccio, who is now at the Department of Management, John Molson School of Business, Concordia University, 1455 De Maisonneuve Blvd. West, Montreal, Quebec, Canada, H3G 1M8. E-mail:


We examined the relationships of role clarity and organization-based self-esteem with 4 dimensions of commitment to supervisors and organizations (affective, normative, perceived high sacrifice, perceived lack of alternatives) and turnover intentions. Confirmatory factor analyses supported the hypothesized 8-factor model of commitment. Structural equation modeling analyses revealed that role clarity was positively related to affective, normative, and perceived high sacrifice supervisory commitment; while it was not related to organizational commitments. Organization-based self-esteem was positively associated with affective commitment to organizations and supervisors; it was also negatively associated with the lack of alternatives component of supervisory and organizational commitment. Finally, the affective and high-sacrifice dimensions of supervisory commitment related to turnover intentions via parallel forms of organizational commitment.