Organizational Commitment Study Notes

ORGANIZATIONAL BEHAVIOR

Chapter 3: Organizational Commitment

Overview of Organizational Commitment

  • Definition: Organizational commitment refers to the desire of an employee to remain a member of an organization.

    • This commitment may stem from

      • Want: A personal desire to remain.

      • Need: The necessity to stay due to circumstances.

      • Feeling of Obligation: A sense of duty toward the organization.

Scenario Analysis

  • Example Scenario: An employee has worked at their current employer for five years and is approached by a competing organization.

    • Key Question: What factors would influence their decision to stay with the current employer?

    • Category Consideration: Do the reasons fit into different types of commitments?

Relationship Between Organizational Commitment and Employee Withdrawal

  • Continuum of Commitment and Withdrawal Behavior:

    • There is an inverse relationship between organizational commitment and withdrawal behavior.

      • If withdrawal behavior is low, then organizational commitment is high.

      • If withdrawal behavior is moderate, then organizational commitment is moderate.

      • If withdrawal behavior is high, then organizational commitment is low.

Drivers of Overall Organizational Commitment

  • Three types of commitment combine to form overall organizational commitment:

    1. Affective Commitment

    2. Continuance Commitment

    3. Normative Commitment

  • These commitments can be felt in relation to various aspects of the organization, such as:

    • Company as a whole

    • Top management

    • Department

    • Direct manager

    • Work team

    • Specific coworkers

Affective Commitment

  • Definition: Affective commitment is the desire to remain a member of an organization due to emotional attachment and involvement.

    • Key Insight:

      • Employees stay because they want to.

      • Consideration: How would the employee feel if they were to leave?

Continuance Commitment

  • Definition: Continuance commitment is the desire to remain with an organization due to awareness of the costs associated with leaving.

    • Factors may include financial, social, and career-related costs of leaving the organization.

Normative Commitment

  • Definition: Normative commitment pertains to the desire to stay in an organization because of a feeling of obligation to do so.

    • Might be influenced by personal values, cultural background, or social expectations.

Employee Withdrawal Trends

  • Statistical Insight: Approximately 60% of employees think about looking for new jobs when challenges arise at work.

    • Philosophical Insight: The phrase, “When the going gets tough, the organization doesn’t want you to get going,” highlights the test of commitment during difficult times.

Definition of Withdrawal Behavior

  • Withdrawal Defined: A set of actions that employees take to avoid their work situation.

  • Statistical Findings: Studies have indicated that 51% of employees’ time is spent actively working, while 49% is allocated to withdrawal behaviors such as:

    • Coffee breaks

    • Late starts

    • Early departures

    • Personal distractions

Common Employee Reactions to Negative Work Events

  • Reactions can be categorized as follows:

    • Exit: Ending or restricting membership in the organization.

    • Voice: A constructive response where individuals express their concerns to improve the situation.

    • Loyalty: A passive supportive response hoping for improvement.

    • Neglect: Exhibiting reduced interest and effort at work.

Relationships Among Forms of Withdrawal

  • Key Question: How are different forms of withdrawal related?

  • Types of Relationships:

    • Independent Forms: Withdrawal behaviors do not influence each other.

    • Compensatory Forms: One form of withdrawal compensates for another.

    • Progression: Withdrawal behaviors tend to follow a progression.

Correlation Among Withdrawal Forms

  • Answer: The various forms of withdrawal are typically moderately to strongly correlated.

    • Example correlations:

      • Lateness is strongly related to absenteeism.

      • Absenteeism is strongly correlated to quitting.

Psychological and Physical Withdrawal

  • Psychological Withdrawal (Neglect): Includes behaviors such as:

    • Daydreaming

    • Looking busy

    • Cyber-loafing (using the internet for non-work related activities)

    • Socializing

    • Moonlighting (holding a second job)

  • Physical Withdrawal (Exit): Includes:

    • Tardiness

    • Missing meetings

    • Quitting employment

    • Taking long breaks

    • Absenteeism

Four Types of Employees Based on Organizational Commitment and Task Performance


  • Types Defined:

    Task Performance

    Commitment Level

    Type of Employee


    High

    High

    Stars


    Low

    High

    Citizens


    High

    Low

    Lone Wolves


    Low

    Low

    Apathetic

    Trends Affecting Organizational Commitment

    • Diversity of Workforce:

      • Increasing racial and ethnic diversity.

      • The workforce is becoming older.

      • More foreign-born workers are involved.

    • Changing Employee-Employer Relationship:

      • Psychological Contracts: Mutual expectations between employees and employers.

      • Transactional Contracts: Focused on economic exchanges.

      • Relational Contracts: Based on personal relationships and ongoing connections.

    Application of Commitment Initiatives

    • Employees exhibit higher levels of commitment when employers demonstrate commitment to them.

    • Perceived Organizational Support: Can be positively impacted by the following initiatives:

      • Providing rewards.

      • Protecting job security.

      • Improving work conditions.

      • Minimizing the impact of workplace politics.