turnover, (2) tardiness, (3) absenteeism, and (4) organizational adaptability.
The research performed for the study was based in a theo retical context in which organizations and their members are seen in an exchange relationship. In such a relationship, each 4party makes demands on the other, for which each party provides something in return. This study, as was true of many other investigations in this interest area, attempted to establish linkages between organizational performance and organizational commitment. The researchers believed that the theoretical com mitment framework could be legitimately referred to as an organizational behavior approach. For organizational effec tiveness, they accepted the premise that it is a concept which is multidimensional in character. They also accepted the pre mise that the determinants of organizational effectiveness likely vary in accordance with the environment and applicable technology.
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