Documente Academic
Documente Profesional
Documente Cultură
Organizati
onal
Commitme
nt
Slide
3-1
2011 by The McGraw-Hill Companies, Inc. All rights reserved.
McGraw-Hill/Irwin
Learning Goals
What is organizational commitment? What is
withdrawal behavior? 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
events at work?
What are some examples of psychological
withdrawal? Of physical withdrawal? How do the
different forms of withdrawal relate to each other?
What workplace trends are affecting organizational
commitment in todays organizations?
How can organizations foster a sense of
commitment among employees?
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3-2
Organizational Commitment
Organizational commitment
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3-3
Figure 3-1
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3-4
Discussion Question
What creates a desire to remain
a member of an organization?
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3-5
Types of Commitment
Affective commitment
Continuance commitment
Normative commitment
Focus of commitment
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Table 3-1
Three Types of
Organizational Commitment
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Figure 3-2
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3-8
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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3-9
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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3-11
Table 3-2
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3-12
Normative Commitment
Normative commitment
The sense that people should stay
with their current employers may
result from personal work philosophies
or more general codes of right and
wrong developed over the course of
their lives.
Build a sense of obligation-based
commitment among employees
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3-13
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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3-14
Withdrawal Behaviors
Exit
Voice
Loyalty
Neglect
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3-15
Task Performance
Low
High
High
Stars
Citizens
Low
Organizational Commitment
Lone wolves
Apathetics
Table 3-3
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Discussion Questions
How big of a problem is
psychological withdrawal?
Is withdrawal always bad?
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3-18
Psychological Withdrawal
Psychological withdrawal consists
of actions that provide a mental
escape from the work environment.
(warm-chair attrition)
Daydreaming
Socializing
Looking busy
Moonlighting
Cyberloafing
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3-19
Physical Withdrawal
Physical withdrawal consists
of actions that provide a physical
escape, whether short term or
long term, from the work
environment.
Tardiness
Long breaks
Missing meetings
Absenteeism
Quitting
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3-20
Figure 3-4
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Figure 3-5
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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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3-28
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
to stay and is influenced by salary and benefits and the
degree to which he or she is embedded in the community.
Normative commitment occurs when an employee feels
that he or she ought to stay and is influenced by an
organization investing 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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3-31
Takeaways, Contd
Consistent with the progression model, withdrawal
behaviors tend to start with minor psychological
forms before escalating to more major physical
varieties.
Psychological withdrawal examples include daydreaming,
socializing, looking busy, moonlighting, and cyberloafing.
Physical withdrawal examples include tardiness, long
breaks, missing meetings, absenteeism, and quitting.