Organizational commitment

Organizational commitment

Organizational commitment in the fields of Organizational Behavior and Industrial/Organizational Psychology is, in a general sense, the employee's psychological attachment to the organization. It can be contrasted with other work-related attitudes, such as job satisfaction, defined as an employee's feelings about their job, and organizational identification, defined as the degree to which an employee experiences a 'sense of oneness' with their organization.

Beyond this general sense, organizational scientists have developed many nuanced definitions of organizational commitment, and numerous scales to measure them. Exemplary of this work is Meyer & Allen's model of commitment, which was developed to integrate numerous definitions of commitment that had proliferated in the literature.

Contents

Model of commitment

According to Meyer and Allen's (1991) three-component model of commitment,[1] prior research indicated that there are three "mind sets" which can characterize an employee's commitment to the organization:

Affective Commitment
AC is defined as the employee's positive emotional attachment to the organization. An employee who is affectively committed strongly identifies with the goals of the organization and desires to remain a part of the organization. This employee commits to the organization because he/she "wants to". In developing this concept, Meyer and Allen drew largely on Mowday, Porter, and Steers's (1982)[citation needed] concept of commitment, which in turn drew on earlier work by Kanter (1968)[citation needed].
Continuance Commitment
The individual commits to the organization because he/she perceives high costs of losing organizational membership (cf. Becker's 1960 "side bet theory"[citation needed]),including economic costs (such as pension accruals) and social costs (friendship ties with co-workers) that would be incurred. The employee remains a member of the organization because he/she "has to".
Normative Commitment
The individual commits to and remains with an organization because of feelings of obligation. These feelings may derive from many sources. For example, the organization may have invested resources in training an employee who then feels a 'moral' obligation to put forth effort on the job and stay with the organization to 'repay the debt.' It may also reflect an internalized norm, developed before the person joins the organization through family or other socialization processes, that one should be loyal to one's organization. The employee stays with the organization because he/she "ought to".

Types of employee discharge

  • Intellectual Commitment(full)
  • Emotional Commitment (full)
  • Financial Commitment (phased)

Guidelines to enhance organizational commitment.

Five rules help to enhance organizational commitment:

Commit to people-first values
Put it in writing, hire the right-kind managers, and walk the talk.
Clarify and communicate your mission
Clarify the mission and ideology; make it charismatic; use value-based hiring practices; stress values-based orientation and training; build tradition.
Guarantee organizational justice
Have a comprehensive grievance procedure; provide for extensive two-way communications.
Community of practice
Build value-based homogeneity; share and ahare alike; emphasize barnraising, cross-utilization, and teamwork; getting people to work together.
Support employee development
Commit to actualizing; provide first-year job challenge; enrich and empower; promote from within; provide developmental activities; provide employee security without guarantees.

See also

References

  1. ^ Meyer, J P and Allen, N J (1991). "A three-component conceptualization of organizational commitment: Some methodological considerations", Human Resource Management Review, 1, pp. 61-98.

Wikimedia Foundation. 2010.

Игры ⚽ Поможем написать курсовую

Look at other dictionaries:

  • organizational commitment — An individual s psychological attachment to an organization and desire to remain part of it. It is normally measured by attitudinal dimensions, e. g. identification with the goals and values of the organization; desire to belong to the… …   Big dictionary of business and management

  • Organizational citizenship behavior — (hereafter, OCB) has been studied since the late 1970s. Over the past three decades, interest in these behaviors has increased substantially. Organizational behavior has been linked to overall organizational effectiveness, thus these types of… …   Wikipedia

  • Commitment — may refer to: Promise, or personal commitment Contract, a legally binding exchange of promises Brand commitment Involuntary commitment, the use of legal means or forms to commit a person to a mental hospital, insane asylum or psychiatric ward… …   Wikipedia

  • Organizational identification — Contents 1 Definitions of Identification and Organizational Identification 2 Why is Organizational Identification Important? 3 Differences and Similarities between OI and Affective Organizational Commitment …   Wikipedia

  • Organizational justice — The term organizational justice was coined by Greenberg (1987) and is defined as an individual’s perception of and reactions to fairness in an organization. Justice or fairness refers to the idea that an action or decision is morally right, which …   Wikipedia

  • Commitment — Organisationales Commitment (dt. Einstandspflicht, Bekenntnis, Hingabe) bezeichnet das Ausmaß der Identifikation einer Person mit einer Organisation. Die Identifikation, beispielsweise eines Arbeitnehmers mit seinem Unternehmen, kann in dreierlei …   Deutsch Wikipedia

  • organizational behaviour — The ways in which people behave, individually and collectively, when working together in organizations. The study of organizational behaviour involves attention to such issues as organizational commitment, organizational culture, and group… …   Big dictionary of business and management

  • commitment — See organizational commitment …   Big dictionary of business and management

  • Organizational culture — is defined as “A pattern of shared basic assumptions invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration that have worked well enough to be considered valid… …   Wikipedia

  • Organizational studies — Organizational studies, sometimes known as organizational science, encompass the systematic study and careful application of knowledge about how people act within organizations. Organizational studies sometimes is considered a sister field for,… …   Wikipedia

Share the article and excerpts

Direct link
Do a right-click on the link above
and select “Copy Link”