Abstract
The outstanding research on organizational commitments in workplace was conducted in large scale by Sekimoto and Hanada in 1989. The purpose of this study was to investigate the change of organizational commitments since then. Same types of commitments were found by factor analysis and cluster analysis as those in 1989. Four factors were: (l)retentive commitment, (2)enthusiastic commitment, (3)normative commitment, and (4)utilitarian commitment. Recent transition in HR system and unsettled employment seemed to affect strongly on the organizational commitments. The results revealed that cthe traditional enthusiastic or dependent types of commitment were overall declined, cthe proportion of the utilitarian organizational commitment doubled in 2003. The percentage of this type was fairly increased in middle-aged layer. cBoth types of the independence from the company and the weak commitment in any type were increased in middle-aged layer.
