Chapter 3 - Organizational Commitment Flashcards
What is organizational commitment?
An employee’s desire to remain a member of the organization, by being retained and staying, rather than turning over.
What is withdrawal behaviour?
Set of employee actions that avoid work situations, behaviours that eventually could culminate in quitting the organization.
How are organizational commitment and withdrawal behaviour linked?
When organizational commitment is high, withdrawal behaviour is low, and vice-versa.
What is affective commitment?
A desire to remain a member of an organization as result of an emotional attachment to, and involvement with, that organization = Emotion-based commitment.
Why do employees with high levels of affective commitment stay?
They WANT To.
What happens when affectively-committed employees leave their organization?
They feel sad :(
How do affectively-committed employees view their organizational membership?
It becomes as important as their sense of self.
They identify with the organization, accept the organization’s goals and values, and are more willing to exert extra effort on behalf of the organization.
What does the erosion model suggest?
Employees with fewer bonds are more likely to quit their organization, because they have less affective commitment.
What does the erosion model suggest?
Employees with fewer bonds have less affective commitment, hence less emotional attachment to work colleagues. This makes it easy for them to quit the organization.
What is continuance commitment?
The desire to remain a member of an organization, being aware of the costs associated with leaving and the profits associated with staying = Cost-based commitment.
Why do employees with high levels of continuance commitment stay?
Because they need to.
How do employees with continuance commitment feel when leaving their organization?
Anxious!!!
What increases continuance commitment?
-The total amount of investment (time, effort, energy) employees make in mastering their work roles, or fulfilling their organizational duties.
-The lack of employment alternatives.
What is embeddedness?
Concept that demonstrates the work and non-work forces that bind us to our employer.
What is included in embeddedness?
-Employee’s links to their organization and community;
-Employee’s sense of fit with their organization and community;
-What an employee would need to sacrifice by changing jobs.
What does the social influence model suggest?
Employees with direct linkages with “leavers” are more likely to leave themselves = Contagious reductions in affective commitment.
What is normative commitment?
The desire to remain a member of an organization due to a feeling of obligation, because it is the ‘right’/’moral’ thing to do,
Why do employees with high levels of normative commitment stay?
Because they ought to.
How do normatively-committed employees feel when they leave their organization?
They feel guilty.
How does one’s life experience play a role in their normative commitment?
The sense that one should stay may result from personal work philosophies, general codes of right/wrong.
How can organizations increase normative commitment?
Make employees feel like they are in the organization’s debt;
Become a particularly charitable organization.
What defines psychologically-attached employees?
Those who experience affective, normative, and continuance commitment.
What is the focus of commitment?
The various people, places, and things inspire the desire to remain a part of an organization.
How is organizational commitment related to one’s work environment?
It is felt, overall, in reference to one’s company, top management, department, supervisor, work team, and/or specific coworkers.
How do people respond to negative events at work?
-Exit
-Voice
-Loyalty
-Neglect
What is exit? How is it evidenced?
Active, destructive response to negative events at work, in which an individual ends/restricts their organizational membership.
The employee removes oneself from work situations, by absence, or by leaving the organization entirely.
What is voice?
Active, constructive response to negative events at work in which individuals attempt to improve the situation.
