A Psychometric Assessment of the Malay Version of Meyer and Allen’s

Meyer and Allen's (1991) copy of formal commitment conceptualizes it in provisions of three detached dimensions: affective, perpetuation, and normative. The signification of this consider was to discuss its generalizability in Malaysia. Meyer and Allen's esearch muniment was translated into Malaysian phraseology and reserved to non-supervisory employees in 61 forms in the legislation, semi- legislation and retired sectors. Data from 672 respondents were analyzed using twain exploratory and confirmatory ingredient analyses. The results generally foundation the cross-cultural generalizability of Meyer and Allen's copy and advantage of their questionnaire. The results to-boot foundation McGee and Ford's (1987) keeper that perpetuation commitment may be emend represented y two sub-dimensions: one associated after a while the costs of leaving and the other associated after a while the availability of alternatives. INTRODUCTION Refinement plays a dominant role in formal studies. The moment of cross-cultural consider in administration was customary by manifold inquiryers. Gill (1983) emphasized that "sense cross-cultural individuality differences can aid administration and legislation to end more uniform combination of expectations where managers are epidemic from one state to another".Triandis (1980) suggested that "for a full skill of comportment we need to tie the characteristics of the ecology after a while the characteristics of humans". Moreover, Bass and Barrett (1976) asserted that "generalizations encircling administration and supervision in the cross-cultural matter are scant ... concepts and constructs keep to restir in signification as we stir from one refinement to another ... cross-cultural investigations bear grave advantage for industrial and formal psychology".Organizational commitment in modern years has grace an grave concept in formal inquiry and in the sense of employees' behaviour in the workplace. It reflects the distance to which employees confirm after a while an form and are committed to its goals. A meta-analysis of 68 studies and 35,282 people revealed a sinewy relation between formal commitment and job amends (Tett and Meyer, 1993). However, another consider showed that singly 38 per cent of employees affect any long-term commitment to their form (Today, 1995). Yet greater organiz