This study examined the relative ability of the multidimensional view of commitment and the theory of reasoned action to explain employee intentions and predict work behavior. Variables within the theory of reasoned action were superior to commitment in explaining employee intentions to be punctual and to engage in altruistic acts. However, the theory of reasoned action did not explain unique variance in either volitional behavior (altruism) or in less volitional behavior (tardiness). Finally, foci and bases of employee commitment accounted for significant variance in both altruism and tardiness, and explained variance in both behaviors over and above variables contained within the theory of reasoned action. Implications of these findings for the usefulness of the approaches are discussed.
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