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Enhancing Organizational Commitment: Understanding Employee Engagement Dynamics

Explore the three forms of organizational commitment and potential responses to negative events in the workplace. Learn about exit-voice-loyalty-neglect framework, withdrawal behaviors, and the importance of perceived organization support. Discover ways to foster employee commitment.

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Enhancing Organizational Commitment: Understanding Employee Engagement Dynamics

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  1. OrganizationalCommitment • Chapter 3

  2. Organizational Commitment • A desire on the part of an employee to remain a member of an organization • Comes in three forms

  3. Affective Commitment • A desire on the part of an employee to remain a member of an organization because of an emotional attachment to, or involvement in, that organization • You stay because you want to • What would you feel if you left anyway?

  4. Affective Commitment

  5. Continuance Commitment • A desire on the part of an employee to remain a member of an organization because of an awareness of the costs associated with leaving • You stay because you need to • What would you feel if you left anyway?

  6. Continuance Commitment

  7. Normative Commitment • A desire on the part of an employee to remain a member of an organization because of a feeling of obligation • You stay because you ought to • What would you feel if you left anyway?

  8. Organizational Commitment

  9. Exit-Voice-Loyalty-Neglect • A framework that includes potential responses to negative events • Exit • Ending or restricting organizational membership • Voice • A constructive response where individuals attempt to improve the situation

  10. Exit-Voice-Loyalty-Neglect • A framework that includes potential responses to negative events • Loyalty • A passive response where the employee remains supportive while hoping for improvement • Neglect • Interest and effort in the job is reduced

  11. Exit-Voice-Loyalty-Neglect

  12. Withdrawal • A set of actions that employees perform to avoid the work situation • One study found that 51% of employees’ time was spent working • The other 49% was allocated to coffee breaks, late starts, early departures, and personal things

  13. Withdrawal

  14. Withdrawal

  15. Withdrawal • Key question: • How exactly are the different forms of withdrawal related to one another? • Independent forms • Compensatory forms • Progression

  16. Withdrawal • Answer: • The various forms of withdrawal are almost always moderately to strongly correlated • Those correlations suggest a progression, as lateness is strongly related to absenteeism, and absenteeism is strongly correlated to quitting

  17. Application • Employees are more committed when employers are committed to them • Perceived organization support • Fostered when organizations: • Protect job security • Provide rewards • Improve work conditions • Minimize politics

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