THE RELATIONSHIPS BETWEEN COMMITMENT AND ORGANIZATIONAL SUBORDINATION BEHAVIORS: A COMPARATIVE ANALYSIS OF THE THREE AND FOUR FACTORS MODELS USING LINEAR REGRESSIONS AND ARTIFICIAL NEURAL NETWORKS

Abstract

This research examines the relationships between
organizational commitment and subordination
behaviors defined as the willingness to obey orders,
directives and rules coming from the organization
and its representatives. We study the role of the different dimensions of Allen and meyer’s model,
based on data from 549 respondents, using multiple
regression analysis, as well as artificial neural networks. Our results show that affective and normative commitments have equivalent effects, but the
effect of the lack of alternatives dimension of continuous commitment constitutes the main specificity
of these behaviors. The effect of the sacrifice dimension of continuous commitment only becomes significant when using neural networks. The additional
contribution of the latter, compared with regressions, mainly concerns the less subordinate behaviors. The attitudinal bases of subordination behaviors, the relevance of the four factors model and the
contribution of neural networks analysis are discussed.