ADM2336- Chapter 3 Organizational Commitment 2021 PDF

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ADM2336- CHAPTER 3: Organizational Commitment Why is understanding organizational commitment important? ● Turnover is expensive ○ 6-9 months worth of salary; $30,000-$45,000 to replace an employee who makes >$60,000 a year ○ 213% of salary at director or executive level ● Unengaged employees are also very expensive 3 Types of Commitment 1. Affective commitment 2. Conutinance commitment 3. Normative commitment ● ● ●

All 3 commitments ‘keep’ employees, but each has a different impact on behaviours and motivation Employees can experience all (or none, or any combination) Commitment can also be measured in terms of ‘foci’ ○ Ex. organization itself, coworkers, the work

Affective Commitment ● Desire to remain due to a feeling of emotional attachment ● Not always, but often associated with our relationships with others in the workplace ● 2 relevant social network theories that can help explain who might be the most or least effectively committed to their organization: ○ Erosion Model- people who are not well connected at work are likely to leave ○ Social Influence Model- when highly connected people leave an organization, others who were strongly connected to them are also likely to leave Continuance Commitment ● Desire to remain due to costs of leaving ● Occurs because at least one of 2 reasons: ○ Lack of alternatives ○ Embeddedness ■ Connection/sense of fit because of investment into organization and or community ■ Not based on emotional connection ■ Is a resource-based mechanism ■ Ex. time investment, community resources, the instrumental professional network

Normative Commitment ● The desire to remain due to feelings of obligation ● Based on the organization’s or (some other commitment foci) investment into the employee ● Based on the norm of reciprocity ● Comparatively more difficult to instill in employees (typically based on strength of personal belief in the norm of reciprocity Types of Commitment Differences Affective

Continuance

Normative

Emotion-based

Resource / Cost based

Obligation Based

I want to

I have to

I ought to

Sadness

Anxiety

Guilt

Often, but not always based on relationships with others

Comes in 2 subtypes: 1) Alternatives 2) Embeddedness

Reflects the principle of reciprocoty

Withdrawl ● Psychological withdrawal- actions that give a person a mental escape from work ○ Daydreaming ○ Looking Busy ○ Moonlighting (having a second job) ○ Cyberloafing (taking advantage of internet access for personal use and pretending to be working) ● Physical withdrawal- actions that give a person a physical escape ○ Tardiness (being late) ○ Taking extra long breaks ○ Missing meetings ○ Absenteeism (staying away from work or school for no reason) 4 Primary Responses to Negative Events at Work...