Chap 3 Organizational Commitment

Organizational commitment

a desire on the part of an employee to remain a member of an organization.

The Three Forms of Organizational Commitment

1. Affective Commitment

2. Continuance Commitment

3. Normative Commitment

Affective Commitment

Staying because you want to; emotional attachment to the organization.

Affective Commitment Example

"Some of my best friends work here. I'd miss them if I left."

Continuance Commitment

Staying because you need to; leaving would be costly.

Continuance Commitment Example

"My salary/benefits support my lifestyle, and I might not get them elsewhere."

Normative Commitment

Staying because you ought to; feeling a sense of obligation.

Normative Commitment Example

"My boss invested so much time mentoring me; I feel I should stay."

Affective Commitment - Feeling if You Leave

Sadness, loss, or feeling like you are leaving part of your life behind.

Continuance Commitment - Feeling if You Leave

Stress, financial concerns, or fear of losing valuable benefits and opportunities.

Normative Commitment - Feeling if You Leave

Guilt or a sense of letting down the organization or supporting people.

Drivers of Overall Organizational Commitment

Factors influencing an employee's desire, need, or obligation to remain with an organization.

Affective Commitment - Assessment

Measures an employee's emotional attachment, sense of belonging, and personal identification.

Affective Commitment - Assessment Example

"I would be very happy to spend the rest of my career here."

Affective Commitment - Average Assessment Score

20 (as provided in the lecture).

DEI and Organizational Commitment

Building connections across differences and valuing diverse perspectives increases inclusion and commitment.

Building Connections Across Differences

Learning to appreciate differences and form meaningful relationships with colleagues.

Commonalities Activity

Identifying shared meaningful traits to build stronger connections beyond superficial similarities.

Employee Turnover Risk

Employees with weaker organizational commitment are more likely to leave the organization.

Commitment in Combination

different forms of commitment combine to affect overall commitment.

Commitment Combination - Impact

The combination of commitment types influences job performance and withdrawal behaviors.

Assessing All Three Commitment Components

Evaluating their relative status gives a better overall picture of organizational commitment.

Common employee reactions to negative work events

Exit, Voice, Loyalty, Neglect

Exit

Ending or restricting organizational membership

Voice

A constructive response where individuals attempt to improve the situation

Loyalty

A passive response where the employee remains supportive while hoping for improvement

Neglect

Interest and effort in the job is reduced

Physical withdrawal

ctions that employees perform to avoid the work situation

Physical withdrawal Example

-coffee breaks

-late starts

- early departures

Psychological Withdrawal

Mentally distancing yourself from your job while still physically being at work.

Physical Withdrawal

Physically distancing yourself from work through behaviours such as lateness, absenteeism, or quitting.

Independent Forms

Withdrawal behaviours that occur separately from one another and are not related.

Compensatory Forms

One withdrawal behaviour is used to compensate for another withdrawal behaviour.

Progression

Withdrawal behaviours occur in a sequence, with one form potentially leading to another.

Relationship Between Withdrawal Forms

The different forms of withdrawal are almost always moderately to strongly correlated.

Withdrawal Progression

Lateness → Absenteeism → Quitting.

Commitment Initiative

rewards, job security, good work conditions