Bài giảng môn Organizational Behavior - Chapter 3: Organizational Commitment

OrganizationalCommitmentChapter 3Organizational CommitmentA desire on the part of an employee to remain a member of an organizationComes in three formsAffective CommitmentA desire on the part of an employee to remain a member of an organization because of an emotional attachment to, or involvement in, that organizationYou stay because you want toWhat would you feel if you left anyway?Affective CommitmentContinuance CommitmentA desire on the part of an employee to remain a member of an organization because of an awareness of the costs associated with leavingYou stay because you need toWhat would you feel if you left anyway?Continuance CommitmentNormative CommitmentA desire on the part of an employee to remain a member of an organization because of a feeling of obligationYou stay because you ought toWhat would you feel if you left anyway?Organizational CommitmentExit-Voice-Loyalty-NeglectA framework that includes potential responses to negative eventsExitEnding or restricting organizational membershipVoiceA constructive response where individuals attempt to improve the situationExit-Voice-Loyalty-NeglectA framework that includes potential responses to negative eventsLoyaltyA passive response where the employee remains supportive while hoping for improvementNeglectInterest and effort in the job is reducedExit-Voice-Loyalty-NeglectWithdrawalA set of actions that employees perform to avoid the work situationOne study found that 51% of employees’ time was spent workingThe other 49% was allocated to coffee breaks, late starts, early departures, and personal thingsWithdrawalWithdrawalWithdrawalKey question:How exactly are the different forms of withdrawal related to one another?Independent formsCompensatory formsProgressionWithdrawalAnswer:The various forms of withdrawal are almost always moderately to strongly correlatedThose correlations suggest a progression, as lateness is strongly related to absenteeism, and absenteeism is strongly correlated to quittingApplicationEmployees are more committed when employers are committed to themPerceived organization supportFostered when organizations:Protect job securityProvide rewardsImprove work conditionsMinimize politics