摘要 :
A review of the organizational commitment literature has pointed out several advantages as well as some limitations of the approach advanced by Meyer and Allen (Meyer, P.J. and Allen, J.N. (1997). Commitment in the workplace: Theo...
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A review of the organizational commitment literature has pointed out several advantages as well as some limitations of the approach advanced by Meyer and Allen (Meyer, P.J. and Allen, J.N. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.). The advantages include good psychometric properties of the current scales, acceptable discriminant validity of the three dimensions, and research findings that showed the usefulness and acceptable content validity of the three-dimensional approach. Some of the limitations are limited predictive validity, conceptual ambiguity of continuance commitment, and concept redundancy between normative and affective commitment. This paper suggests a conceptualization that builds upon the strengths of the current approaches and minimizes their limitations. The proposed theory contends that organizational commitment is two-dimensional. One dimension is instrumental in nature and the second is affective. In addition, a sharp difference needs to be made between commitment propensity that develops before one's entry into the organization and commitment attitudes that develop after one's entry into the organization. The advantages of the suggested theory and its implications for the understanding of organizational commitment and future research on it are discussed.
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Customer commitment has been studied for more than two decades. It is one of the most powerful marketing tools in maintaining steady affiliation between patrons and brands or service providers. To examine its knowledge corpus, a b...
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Customer commitment has been studied for more than two decades. It is one of the most powerful marketing tools in maintaining steady affiliation between patrons and brands or service providers. To examine its knowledge corpus, a bibliometric review was performed to scrutinize 457 Scopus-indexed documents. The research design consisted of descriptive analysis, citation analyses, co-citation analyses, and keyword cooccurrence analysis. This review aimed to assess the literature volume, growth trajectory, and geographic distribution; indicate key journals, authors and documents; probe the intellectual structure of the knowledge base; and emphasize the topical foci of the literature. This review provides a baseline analysis for the evolution and future studies guiding scholars who will enter the customer-commitment research field.
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The concept and theory of Organizational Commitment (OC) has gained considerable attention in the management and behavioral sciences. Numerous studies have explored the associations between OC and various phenomena, with impressiv...
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The concept and theory of Organizational Commitment (OC) has gained considerable attention in the management and behavioral sciences. Numerous studies have explored the associations between OC and various phenomena, with impressive results. This paper argue that the concept needs re-examination in light of recent business changes. The assertion that OC leads to a set of desired outputs proved to be valid for times of mutual commitment between organizations and their employees. We are now entering a new era of Human Resource and industrial relation systems, characterised by frequent redundancies and downsizing processes. This trend reflects a low commitment from organizations to their employees which is followed by a reduced level of OC. Subsequently it is hypothesised that the strength of OC as a leading concept in management and behavioral sciences is continuously decreasing. Support from the literature is provided, and recommendations for future research are presented.
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This study examines the level of organizational commitment between employees in public and private higher learning institutions in Malaysia. This quantitative study used a survey approach through adapted questionnaires where 142 a...
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This study examines the level of organizational commitment between employees in public and private higher learning institutions in Malaysia. This quantitative study used a survey approach through adapted questionnaires where 142 and 137 employees from public and private higher learninginstitutions were selected. Descriptive analyses and correlations were used in this research. Overall results of this study indicate that the commitment level of the employees from both higher learning institutions were medium. It was shown that there was a relationship between length of serviceand continuance commitment in both higher learning institutions. The results also revealed that educational level of respondents was found to have a significant relationship with affective commitment, continuance commitment and normative commitment in both higher learning institutions.
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This article responds to the call for the identification of a core essence of organizational commitment. Since this call 14 years ago, scholars studying organizational commitment have not come to an agreement as to the nature of o...
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This article responds to the call for the identification of a core essence of organizational commitment. Since this call 14 years ago, scholars studying organizational commitment have not come to an agreement as to the nature of organizational commitment, and how it develops. The research's fragmentation creates a problem in a time when practitioners are looking toward organizational commitment interventions to attract, retain, and develop talent and enhance employee performance. With organizational commitment research remaining confounding and fragmented, further clarification of what commitment is and how it develops is warranted and important to guide future research and evidence-based practice. Through a review of the competing and overlapping organizational commitment theoretical frameworks and the empirical research on the consequences of affective organizational commitment this article proposes a conceptual framework in which affective commitment, or the emotional attachment to the organization, is an important core essence of organizational commitment.
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Purpose This paper aims to conclude and provide a review of the current literature on a commitment to change (C2C). Detailed research is provided on the operationalization and conceptualization of C2C.Design/methodology/approach T...
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Purpose This paper aims to conclude and provide a review of the current literature on a commitment to change (C2C). Detailed research is provided on the operationalization and conceptualization of C2C.Design/methodology/approach The review is conducted based on 55 research papers published in different journals at different times in the past on C2C.Findings A complete framework from previous to latest literature has been depicted in the current paper on a C2C with their citation in the one study. Gaps that had not been addressed by previous authors are also highlighted to facilitate future researchers in regards to C2C. Especially in the context of quantitative studies gaps are highlighted in previous literature of C2C.Practical implications Future researchers can study the highlighted gaps with regards to C2C. Further it provides researchers a brief summary of 55 researches on C2C.
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The antecedents and outcomes of organizational commitment (OC) have been studied extensively over the last three decades. While the majority of research has focused on the OC of employees working in organizations based in a single...
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The antecedents and outcomes of organizational commitment (OC) have been studied extensively over the last three decades. While the majority of research has focused on the OC of employees working in organizations based in a single country or region, studies have also emerged examining the OC of employees working in multinational corporations (MNCs). However, there has been no attempt to comprehensively review and synthesize the literature in this area, limiting our understanding on how to effectively manage OC in MNCs. The present study conducts a systematic review of empirical literature on OC in the MNC context. We review literature on the theoretical foundations, antecedents and outcomes of OC in MNCs, and evaluate empirical papers that expand our understanding of the nomological network of constructs to which OC is related in the MNC context. Building on the review, we then present a future research agenda, which targets opportunities for empirical and theoretical advancement of research on OC in the MNC setting.
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This study aims to compare the type of organisational commitment in two manufacturing facilities' employees. We also compared the employees' profile to find answers of what kind of employee relates to each type of commitment and w...
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This study aims to compare the type of organisational commitment in two manufacturing facilities' employees. We also compared the employees' profile to find answers of what kind of employee relates to each type of commitment and why both companies present so different results. An analysis of k-means clusters under the k-nearest neighbour method was carried out for identifying subgroups inside the studied sample which was 254 direct employees. Profiles with elevated affective commitment scores indicate that employees feel emotionally attached to the organisation. Additionally, two analyses of variance were performed: first is identifying significant differences in the dimensions that conform organisational commitment and socio-demographic aspects, such as age, marital status, gender and seniority; second is as a means to identifying differences among items that conform job stability, and the clusters previously identified by k-means clusters analysis. Results show that affective commitment was higher in one of the facilities, while continuance commitment was higher in the other one which is important for the implications that they bring to the involved organisations.
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Employees' commitment to their organization is increasingly recognized as comprising of different bases (affect-, obligation-, or cost-based) and different foci (e.g., supervisor, coworkers). Two studies investigated affective and...
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Employees' commitment to their organization is increasingly recognized as comprising of different bases (affect-, obligation-, or cost-based) and different foci (e.g., supervisor, coworkers). Two studies investigated affective and normative commitment to the organization, supervisor and coworkers in the Turkish context. The results of Study 1 confirmed that employees differentiate between affect versus obligation-based commitment towards the organization, supervisor and coworkers. Study 2 tested the "cultural hypothesis" which argues for the moderating influence of collectivistic values on the relationship between person (local) commitments and organizational-level (global) outcomes. The results failed to support the cultural hypothesis and showed that commitment to organization was predictive of organizational-level outcomes (e.g., turnover intentions), and commitment to supervisor was predictive of supervisor-related outcomes (e.g., citizenship towards supervisor). These findings suggest that the influence of culture may be less straightforward and may require a more sophisticated measurement of the nature of relationships and organizational characteristics in general.
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Background While the impact of burnout on organisational commitment has been widely observed, its impact on nursing professional commitment has not previously been investigated. The literature has clarified that professional commi...
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Background While the impact of burnout on organisational commitment has been widely observed, its impact on nursing professional commitment has not previously been investigated. The literature has clarified that professional commitment has three distinct components: affective, continuance and normative. Aims This study aims to investigate the relationships between burnout and the three components of nursing professional commitment. Methods This was a cross‐sectional study using questionnaires to collect data in one large medical centre. Responses from 571 nurses were used for regression analysis. Among the sampled nurses, 90.9% had <15 years of nursing experience. MBI ‐ HSS was used for measuring burnout. Three components of nursing professional commitment came from Meyer et al. (J Appl Psychol, 78, 1993 and 538) a formally validated instrument. Results Analytical results indicated that burnout is negatively related to affective and normative professional commitment (B ≤ ?0.09, p < 0.01), but not related to continuance professional commitment (B = 0.05, p > 0.05). Linking evidence to action Nurse managers aiming to improve nurses’ professional commitment should consider reducing nurses’ burnout, for example improving nursing optimism and reducing administrative tasks, as suggested by the literature.
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