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Copyright 2011 by The McGraw-Hill Companies, Inc. All rights reserved.

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Chapter

Copyri ght 2011 by the McGraw-H il l Companies, Inc. Al l r ights reserved.McGraw-Hill/Irwin

3Organizational

Commitment

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Learning Goals

What is organizational commitment? What is withdrawalbehavior? How are the two connected?

What are the three types of organizational commitment,and how do they differ?

What are the four primary responses to negative eventsat work?

What are some examples of psychological withdrawal?Of physical withdrawal? How do the different forms ofwithdrawal relate to each other?

What workplace trends are affecting organizationalcommitment in todays organizations?

How can organizations foster a sense of commitmentamong employees?

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Organizational Commitment

Organizational commitment

Employees who are not committed to theirorganizations engage in withdrawal behavior.

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Organizational Commitment and Employee

Withdrawal

Figure3-1

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Discussion Question

What creates a desire to remain a

member of an organization?

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Types of Commitment

Affective commitment

Continuance commitment

Normative commitment

Focus of commitment

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Three Types of Organizational

Commitment

Table3-1

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Drivers of Overall Organization

Commitment

Figure3-2

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Affective Commitment

Employees who feel a sense of affective

commitment identify with the organization,

accept that organizations goals and values,

and are more willing to exert extra effort on

behalf of the organization.

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A Social Network Diagram

Erosion model

Social influence model

Figure 3-3

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Continuance Commitment

Continuance commitment exists when there is

a profit associated with staying and a cost

associated with leaving.

Tends to create a more passive form of loyalty.

Embeddedness

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Embeddedness and Continuance

Commitment, Contd

Table3-2

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Normative Commitment

Normative commitment

The sense that people should stay with their

current employers may result from personalwork philosophies or more general codes ofright and wrong developed over the course oftheir lives.

Build a sense of obligation-based commitmentamong employees

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Discussion Questions

Which type of organizational commitment

(affective, continuance, or normative) do you

think is most important to the majority of

employees?

Which do you think is most important to you?

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Withdrawal Behaviors

Exit

Voice

Loyalty

Neglect

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Four Types of Employees

Stars Citizens

Lone wolves Apathetics

Task Performance

OrganizationalCommitment

High Low

Low

High

Table 3-3

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Task Performance and Organizational

Commitment

Stars

Citizens

Lone wolves

Apathetics

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Discussion Questions

How big of a problem is psychological

withdrawal?

Is withdrawal always bad?

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Psychological Withdrawal

Psychological withdrawalconsists of actionsthat provide a mental escape from the workenvironment. (warm-chair attrition)

DaydreamingSocializing

Lookingbusy

Moonlighting

Cyberloafing

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Physical Withdrawal

Physical withdrawalconsists of actionsthat provide a physical escape, whethershort term or long term, from the work

environment.Tardiness

Long breaks

Missing meetings

Absenteeism

Quitting

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Psychological and Physical Withdrawal

Figure3-4

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Psychological and Physical Withdrawal,

Contd

Independent forms modelof withdrawal

argues that the various withdrawal behaviors

are uncorrelated with one another, occur for

different reasons, and fulfill different needs on

the part of employees.

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Psychological and Physical Withdrawal,

Contd

Compensatory forms modelof withdrawal

argues that the various withdrawal behaviors

negatively correlate with one anotherthat

doing one means youre less likely to do

another.

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Psychological and Physical Withdrawal,

Contd

Progression modelof withdrawal argues thatthe various withdrawal behaviors arepositively correlated: The tendency to

daydream or socialize leads to the tendency tocome in late or take long breaks, which leadsto the tendency to be absent or quit.

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What Does It Mean to Be a Committed

Employee?

Figure3

-5

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Trends that Affect Commitment

Diversity of the workforce

By 2012, minority groups will make up one-third

of the workforce

47 percent of the jobs are filled by women

The workforce is aging

More and more employees are foreign-born

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Trends that Affect Commitment,

Contd

The change in employeeemployer relationships

brought about by a generation of downsizing makes

it more challenging to retain valued employees.

Psychological contracts Some employees develop transactional contracts that are

based on a narrow set of specific monetary obligations.

Other employees develop relational contracts that are

based on a broader set of open-ended and subjectiveobligations.

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Application: Commitment Initiatives

Perceived organizational support

reflects the degree to which employees

believe that the organization values their

contributions and cares about their well-

being.

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Commitment Initiatives, Contd

From a normative commitment perspective,the employer can provide various training anddevelopment opportunities for employees.

IBM If withdrawal behaviors occur, stop the

progression in its early stages by trying to rootout the source of the reduced commitment.

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Takeaways

Commitment and withdrawal are negatively related to

each otherthe more committed an employee is, the

less likely he or she is to engage in withdrawal.

There are three types of organizational commitment. Affective commitment occurs when an employee wants to stay

and is influenced by the emotional bonds between employees.

Continuance commitment occurs when an employee needs tostay and is influenced by salary and benefits and the degree towhich he or she is embedded in the community.

Normative commitment occurs when an employee feels that heor she ought to stay and is influenced by an organizationinvesting in its employees or engaging in charitable efforts.

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Takeaways, Contd

Employees can respond to negative work events in

four ways.

Exit is a form of physical withdrawal in which the employee

either ends or restricts organizational membership.Voice is an active and constructive response by which

employees attempt to improve the situation.

Loyalty is passive and constructive; employees remain

supportive while hoping the situation improves on its own.Neglect is a form of psychological withdrawal in which

interest and effort in the job decreases.

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Takeaways, Contd

Consistent with the progression model, withdrawal behaviorstend to start with minor psychological forms before escalatingto more major physical varieties.

Psychological withdrawal examples include daydreaming, socializing,looking busy, moonlighting, and cyberloafing.

Physical withdrawal examples include tardiness, long breaks, missingmeetings, absenteeism, and quitting.

The increased diversity of the workforce can reducecommitment if employees feel lower levels of affective

commitment or less embedded in their current jobs. Theemployeeemployer relationship can reduce affective andnormative commitment, making it more of a challenge toretain talented employees.