FURTHER EVIDENCE FOR THE DISCRIMINANT VALIDITY OF MEASURES OF ORGANIZATIONAL COMMITMENT, JOB INVOLVEMENT, AND JOB-SATISFACTION

Discriminant validity of measures of job satisfaction, job involvement, and organizational commitment was assessed with data from 194 bus drivers and 311 engineers. In each sample, LISREL VI confirmatory factor analyses illustrated that indicators of the 3 variables better fit a 3-factor model than several 2- and one single-factor models. Additional LISREL analyses were used to evaluate whether sets of correlates related consistently with estimated latent job satisfaction, job involvement, and organizational commitment constructs. In the bus driver sample, 5 of 9 correlates related differentially with at least 2 of the 3 variables; in the engineer sample, 5 of 7 correlates related differentially with at least 2 of the 3 variables. These findings are consistent with an earlier study conducted by Brooke, Russell, and Price (1988), although they sampled different employee populations and investigated different sets of correlates. Implications for future research are noted.