|The purpose of this thesis was to explore the forms of commitment as shown among non-residential employees. In the thesis, the scales as developped by Allen and Meyer were used, where commitment is split up in affective commitment, continuance commitment and normative commitment. In order to make sure that the scales could also be used for the population of this article (non-residential employees) a factor analysis was constructed. Since the scales were found to be correlating, they could be used to determine which antecedents would be found of significant influence on the seperate forms of commitment. Antecedents were hypothesized to be of influence for affective as well as continuance commitment. Normative commitment was measured for explorative reasons, this is why there were no antecedents dedicated to this type of commitment. Non-residential employees were found to have a lower degree of affective commitment, the same degree of continuance commitment and a higher level of normative commitment. The hypothesis formulated in order to find out which antecedents were of influence on the forms of commitment were partly supported.
Antecedents which influenced the affective commitment were found to be: job challenge, goal clarity, peer cohesion, organizational dependability, personal importance and feedback. Antecedents which did not influence affective commitment were: role clarity, management receptiveness, equity and participation.
Antecedents which influenced the continuance commitment were found to be: perceived alternatives and self-investment. Antecedents which did not influence continuance commitment were: skills and education.