Textbook - Chapter 3 - Organizational Commitment PDF

Preview

Summary

Chapter 3 – Organizational CommitmentOrganizational Commitment – The desire on the part of an employee to remain a member of the organization. Organizational commitment influences whether an employee stays a member of the org or leaves to pursue another job.Withdrawal Behavior – A set of actions tha...

Description

Chapter 3 – Organizational Commitment Organizational Commitment – The desire on the part of an employee to remain a member of the organization. Organizational commitment influences whether an employee stays a member of the org or leaves to pursue another job. Withdrawal Behavior – A set of actions that employees perform to avoid the work situation. Three Types of Organizational Commitment: 1. Affective Commitment – Desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization. a. By identifying with the organization, they come to view organizational membership as important to their sense of self. b. The Erosion Model shows employees with fewer bonds (smaller network) will be most likely to quit the organization. c. The Social Influence Model suggests that employees who have direct links to “leavers” will themselves have more desire to leave. 2. Continuance Commitment – Desire to remain a member of an organization because of an awareness of the costs associated with leaving it. a. Fear of having to start from the bottom again at another company and learn the ins and outs of the organization. b. Lack of employment alternatives if you were to leave. c. Issues center around personal or family issues, along with commitment to they community they reside within. 3. Normative Commitment – Desire to remain a member of an organization due to a feeling of obligation. Responses to negative events at work: 1. Might attempt to remove yourself from the situation, either by being absent from work more frequently or by voluntarily leaving the organization. 2. Might attempt to change the circumstances by meeting with the new team member to attempt to work out the situation. 3. Just “grin and bear it”, maintaining your effort level despite your unhappiness. 4. Just go through the motions, allowing your performance to deteriorate slowly as you mentally “check out”. Stars – Possess high commitment and high performance. Citizens – Possess high commitment and low task performance. Lone Wolves – Possess low commitment and high task performance. Apathetics – Possess low levels of both organizational commitment and task performance. Models of Withdrawal: 1. Independent Forms Model – argues that the various withdrawal behaviors are uncorrelated with one another, occur for different reasons and fulfill different needs on the part of employees.

2. Compensatory Forms Model – argues that the various withdrawal behaviors negatively correlate with one another-that doing one means you’re less likely to do another. 3. Progression Model - argues that the various withdrawal behaviors positively correlate with one another-that doing one means you’re likely to perform other withdrawal behaviors....