Organizational commitment and satisfaction with work among transferred employees: An application of Referent Cognitions Theory

Referent Cognitions Theory (RCT) predicts that resentment is highest among persons who combine high referent outcomes (i) with low likelihood of amelioration and (ii) with perceived unfairness of the procedures leading to their actual outcomes. In organizations, resentment can be expressed in decreased commitment and decreased satisfaction with the organization, and with one's work and work situation. Predictions derived from RCT were tested in a field study among employees who, due to the retrenchment strategy adopted by their company, were put into an outplacement and transfer procedure. Results were only partly consistent with RCT predictions. Support for all predictions was found only among employees who successfully went through the transfer program. None of the predictions were supported by the results obtained from employees still in the program. Results suggest some limitations with respect to the validity of RCT.