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Understanding Organizational Commitment

There are three types of organizational commitment: affective, continuance, and normative. Affective commitment involves an emotional attachment to the organization. Continuance commitment stems from awareness of costs of leaving. Normative commitment involves a feeling of obligation to the organization. Withdrawal behaviors are actions employees take to avoid work and may eventually lead to quitting, including psychological withdrawal like daydreaming or physical withdrawal like absenteeism. Managers can take steps to improve commitment and reduce withdrawal behaviors to benefit the organization.

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16 views19 pages

Understanding Organizational Commitment

There are three types of organizational commitment: affective, continuance, and normative. Affective commitment involves an emotional attachment to the organization. Continuance commitment stems from awareness of costs of leaving. Normative commitment involves a feeling of obligation to the organization. Withdrawal behaviors are actions employees take to avoid work and may eventually lead to quitting, including psychological withdrawal like daydreaming or physical withdrawal like absenteeism. Managers can take steps to improve commitment and reduce withdrawal behaviors to benefit the organization.

Uploaded by

umausha
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd

Organizational Commitment

1
Outline
 Organizational Commitment
 Affective
 Continuance
 Normative
 Withdrawal Behaviors
 Psychological
 Physical

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Quick Comic

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Quick Comic

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Organizational Commitment
 Organizational commitment is defined as
the desire on the part of an employee to
remain a member of an organization.
 Focus of commitment
 Organization
 Top management
 Group/team
 Supervisor

5
Class Model

6
Quick Facts
 The majority of employees (75%) are looking
for a new job
 43% of these were looking for more money
 35% were reacting to dissatisfaction at their
current employer
 Need a larger talent pool
 Only 25 of largest 500 companies are confident
that their current talent pool is sufficient
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What Outcomes Are Associated With
Commitment?
 Commitment is related to the following
outcomes:
 Performance (+)
 OCB (+)
 Turnover (-)
 Withdrawal behaviors (-)

8
Discussion Question
 Have you ever worked for an organization
that you felt extremely committed to? Why?

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Discussion Question
 Do you think organizational commitment has
increased or decreased in recent years? Why?

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Three Types of Commitment
 Affective
 A desire to remain a member of an organization due to an
emotional attachment to, and involvement with, the
organization.
 Staying because you want to.
 Continuance
 A desire to remain a member of an organization because
of an awareness of the costs associated with leaving it.
 Staying because you need to.
 Normative
 A desire to remain a member of an organization due to a
feeling of obligation.
 Staying because you ought to.
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Discussion Questions
 From a manager’s perspective, which type of
commitment do you think is most important?
Why?

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Withdrawal Behaviors
 Withdrawal behaviors are defined as a set of
actions that employees perform to avoid the
work situation—behaviors that may
eventually culminate in quitting the
organization.

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Psychological Withdrawal
 Daydreaming
 Looking busy
 Cyberloafing
 Socializing
 Moonlighting

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Quick Facts
 A recent Gallup poll revealed that 70% of
employees feel “disengaged” at work
 A recent survey of more than 3,000
employees from 750 organizations revealed
that 40% of their work day is spent
responding to personal e-mail or surfing the
Web
 In 2003, cyberloafing cost the U.S. economy
$250 billion in lost productivity
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Physical Withdrawal
 Long breaks
 Missing meetings
 Tardiness
 Absenteeism
 Quitting

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Quick Fact
 It costs .5 times the annual salary + benefits to
replace an hourly worker
 It costs 1.5 times the annual salary + benefits
to replace a salaried worker
 It costs 5 times the annual salary + benefits to
replace an executive

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Discussion Questions
 What does Dessler (1999) suggest to improve
commitment (and by extension reduce
withdrawal behaviors)?

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Take-Home Points
 Commitment is multi-dimensional
 The changing employment contract has made
commitment an increasingly important thing
 Commitment is associated with a variety of
negative outcomes (e.g., withdrawal
behaviors)
 There are a number of things managers can do
to increase commitment
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