Commitment Propensity, Organizational Commitment, and Voluntary Turnover: A Longitudinal Study of Organizational Entry Processes

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Abstract
This study investigated the effect of commitment propensity (a summary concept comprising personal characteristics and experiences that individuals bring to the organization) on the development of subsequent organizational commitment and voluntary turnover In a field setting where situational influences on attitudes and behaviors were very strong, commitment propensity, measured prior to the individual 's entry into the organization, predicted subsequent organizational commitment, measured at five points in time after entry. Moreover; initial commitment, measured at time of entry, predicted voluntary turnover across a 4-year period. The implications for theory and practice are discussed.