Predicted Outcome Value of Organizational Commitment

Abstract

This study represents an application of predicted outcome value (POV) theory in the organizational context. The goal was to examine the extent to which newcomer POV judgments served as predictors of organizational commitment and if the three forms of newcomer socialization would lead to POV judgments that, in turn, would lead to forecasted organizational commitment. Participants included 204 adults working full time, who had been at their current job for one month or less. The findings suggest that POV is applicable to the organizational setting and an influential outcome of newcomer socialization.

Keywords:

• Organizational Commitment
• Organizational Communication
• Organizational Socialization
• Predicted Outcome Value Theory
• Task Socialization
• Workgroup Socialization

A prior version of this article received the Top Paper award at the Eastern Communication Association (ECA) annual conference in Pittsburgh, in 2008, for the Interpersonal Communication Division. We thank the reviewers and Tim Levine for their suggestions and guidance through the revision process. We also thank Patrice Buzzanell for her guidance.

Notes

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Additional information

Notes on contributors

Paul E. Madlock

Paul E. Madlock is a doctoral student in the Department of Communication Studies at West Virginia University, Morgantown, WV.

Sean M. Horan

Sean M. Horan is a doctoral student in the Department of Communication Studies at West Virginia University, Morgantown, WV.