FURTHER EVIDENCE FOR THE VALIDITY OF THE KUT: A MEASURE OF ORGANIZATIONAL COMMITMENT

Theories of organizational commitment (OC) and related measures are the background of this work. A valid measure of OC, useful for its brevity and adaptability to different targets, was proposed by Klein and colleagues (the KUT; “Klein et al., Unidimensional, Target-free” scale). The goal of the present study was to test its validity in the Italian context. A sample of employees (N = 906), belonging to different organizations, was interviewed using an online questionnaire. Findings supported the unidimen-sional structure of the scale and its reliability. Furthermore, the KUT was invariant across occupational levels, genders, job seniority, and educational levels. Findings also showed its nomological validity: the KUT was associated, in the expected direction, with the constructs included in Meyer and Maltin’s model of well-being. The incremental validity was demonstrated as well. Thus, findings proved the validity of the KUT’s Italian version and provided support to Meyer and Maltin’s model.