Dual commitment and job performance: outsourced marketing partners with NCAA intercollegiate athletics departments.

Employees from outsourcing company face a unique situation affiliated at both employing and client organizations while many literatures have confirmed that the level of employee's organizational commitment is highly associated with their job performance, This study will provide evidence that contingent employees' job performance in outsourcing should be considered by their commitments to both employing organization and the client organization (i.e., intercollege athletics marketing departments). Therefore, this study would provide better understanding of contingent employee's dual commitment to the organizations on their job performance and to confirm the causal relationship between organizational affective commitment and job performance. Two sets of six items on affective commitment were used to measure both organizational commitments toward to employing organization (i.e. marketing organization) and the client organization (i.e. intercollegiate athletics departments). Additionally, in-role behavior, organizational citizenship behavior benefiting an individual within the organization, and organizational citizenship behavior benefiting the organization were used to measure contingent employees' task performance in his/her specific working place. With total 121 contingent employees from a major outsourcing marketing company, this study firstly resulted that the commitment from the outsourcing company did not have a direct effect on employee' job performance. However, the employees' affective commitment to the client organization positively increases the level of their job performance. Second, the group low-affective commitments to both organizations had the minimized job performance while highaffective commitment to both groups had the maximized job performance. In addition, unbalanced-affective commitment resulted different level of job performances. Finally, this study contributes to the literature that it is necessary to examine employees' dual commitments to fully understand their dual employments. Additionally, this study would help marketing managers in both organizations to have better understanding of the wellbalanced dual commitments to maximize job performance in the temporary working environment because the employees' higher performance in outsourcing relationships are entered into organizational success. [ABSTRACT FROM AUTHOR]