Organizational Commitment in Organizational Behavior

This set of flashcards covers key concepts related to organizational commitment and withdrawal behaviors in the context of organizational behavior.

Organizational Commitment

Employees' general desire to remain members of an organization.

Job Performance

An outcome that relates to how well an employee can perform their job duties.

Employee Retention

The ability of an organization to keep the employees it has hired.

Turnover

When hired employees leave an organization for other opportunities.

Affective Commitment

Employees remain because they want to, linked to attachment and identity.

Continuance Commitment

Employees remain because they feel they have to, often due to costs associated with leaving.

Normative Commitment

Employees stay because they feel they should, often due to a sense of duty or loyalty.

Erosion Model

Suggests employees with fewer bonds are more likely to leave the organization.

Social Influence Model

States that employees linked to those who leave are likely to leave as well.

High Turnover

Indicates employees do not stay for long before seeking new opportunities.

Investments in Work

Time, effort, and resources employees invest in their jobs affecting their commitment.

Community Embedment

The extent to which an employee feels connected to their community, affecting their commitment.

Withdrawal Behaviors

Actions by employees to distance themselves from their organization.

Psychological Withdrawal

Mental disengagement from work, such as daydreaming or cyber loafing.

Physical Withdrawal

Physical actions taken to distance from work, like tardiness or absenteeism.

Compensatory Forms Model

Suggests engaging in one withdrawal behavior decreases likelihood of others.

Spillover Model

Engaging in one withdrawal behavior leads to several others at the same time.

Progression Model

Employees incrementally engage in increasingly severe withdrawal behaviors.

Emotional Exhaustion

Burnout from overcommitting to work at the expense of personal life.

Work Family Conflict

Conflict arising from dedicating too much time to work, leading to neglect of family.

Heightened Commitment

Increased commitment levels during an organizational crisis which may lead to negative impacts.