Becker's Side-Bet Theory of Commitment Revisited: Is It Time for a Moratorium or a Resurrection?

• Published in: Human relations (New York) Vol. 50; no. 6; pp. 727 - 749
• Main Author: Wallace, Jean E.
• Format: Journal Article
• Language: English
• Published: 2 Beaumont Street, London, W.1 SAGE Publications 01.06.1997; Kluwer Academic; Plenum; Plenum Press, etc; SAGE PUBLICATIONS, INC
• Subjects: Age; Application; Becker, Howard Saul; Canada; Commitment; Commitments; Employee attitude; Employees; Lawyers; Meta-analysis; Methodological Problems; Organization theory; Organizational behavior; Organizational Commitment; Proxies; Side-bet theory; Social sciences; Sociology; Sociology of organizations and enterprises. Bureaucracy and administration; Sociology of work and sociology of organizations; Studies; Systematic review; Tenure; Tests; Theoretical Problems; United States > US; occupational commitment; side-bet theory; organizational commitment; Measurement; Occupational Commitment; Organization; Methodology; Test; Theory; Model; Occupational attitude
• ISSN: 0018-7267; 1741-282X
• DOI: 10.1177/001872679705000605

The results of Cohen and Lowenberg's 1990 meta-analysis of 50 studies that empirically test Becker's (1960) side-bet model provide little empirical support for his theory of commitment. They conclude that severe limitations of past research, both in terms of measuring commitment and the strategies used to test the side-bet model, may be responsible for the lack of empirical support. Alternatively, they submit that if these methodological problems are not at fault, we should consider abandoning the side-bet theory. Three limitations of past side-bet research are addressed in this study. The results of this study suggest that it is time to resurrect Becker's side-bet theory of commitment. In doing so, we should subject his theory to tests that employ more valid and direct measures of the side-bet variables, that use measures of continuance commitment rather than affective commitment, and that apply to both organizational and occupational commitment.