rized by high levels of participation by their members, and high levels of production. The results of their study indi cated that levels of organizational commitment were correlated at statistically significant levels with three demographic fac tors age, formal education, and gender. Organizational com mitment was found to be positively correlated with age the older the individual, the higher the level of commitment. This finding was consistent with other research in the literature. Organizational commitment was found to be negatively correlated with levels of formal education the higher the level of formal education, the lower the level of commitment. This finding was also consistent with the findings of other research reported in the literature. Females were found to have higher levels of organizational commitment than were males. The finding was also consistent with the findings of other studies.In the context of organizational effectiveness, Angle and Perry (1981) found that high levels of organizational commit ment were correlated with (1) low turnover rates, and (2) high levels of organizational adaptability, but not with either (3) low rates of absenteeism, or (4) low tardy rates. Absenteeism and tardiness are significant factors with respect to organiza tional efficiency; thus, it is surprising to find that high levels of organizational commitment were not correlated nega tively with these two factors.
Several earlier studies of organizational commitment had concluded that individuals would be committed to only one social institution (Dubin, Champoux, and Porter, 1975; Dubin and Goldman, 1972; Porter, Crampon, and Smith, 1972). Studies conducted in the 1980s found, however, that dual commitment is not only possible, but that it occurs often (Angle and Perry, 1986; Schlesinger and Balzer, 1985). This finding is signifi cant with respect to organizational commitment, because it implies that individuals who ar...