Organizational

Commitment

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Copyright © 2011 by The McGraw-Hill Companies, Inc. All rights reserved.
McGraw-Hill/Irwin Copyright © 2011 by the McGraw-Hill Companies, Inc. All rights reserved.
 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 today’s organizations?
 How can organizations foster a sense of commitment
among employees?
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 Organizational Commitment
 Organizational commitment

 Employees who are not committed to their

organizations engage in withdrawal behavior.

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 Organizational Commitment and Employee
Withdrawal
Figure 3-1

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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
Table 3-1

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 Drivers of Overall Organization
Figure 3-2
Commitment

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 Affective Commitment
 Employees who feel a sense of affective
commitment identify with the organization,
accept that organization’s 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
Table 3-2 Commitment, Cont’d

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 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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 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
Task Performance
High Low
Organizational Commitment

Stars Citizens
High
Low

Lone wolves Apathetics

Table 3-3
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 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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 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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Psychological and Physical Withdrawal
Figure 3-4

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 Psychological and Physical Withdrawal,
Cont’d
 Independent forms model of 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,
Cont’d
 Compensatory forms model of withdrawal
argues that the various withdrawal behaviors
negatively correlate with one another—that
doing one means you’re less likely to do
another.

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 Psychological and Physical Withdrawal,
Cont’d
 Progression model of withdrawal argues that
the various withdrawal behaviors are
positively correlated: The tendency to
daydream or socialize leads to the tendency to
come in late or take long breaks, which leads
to the tendency to be absent or quit.

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 What Does It Mean to Be a “Committed”
Employee?
Figure 3-5

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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,
Cont’d
 The change in employee–employer 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 subjective
obligations.

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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, Cont’d
 From a normative commitment perspective,
the employer can provide various training and
development opportunities for employees.
IBM
 If withdrawal behaviors occur, stop the
progression in its early stages by trying to root
out the source of the reduced commitment.

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 Takeaways
 Commitment and withdrawal are negatively related to
each other—the 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, Cont’d
 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, Cont’d
 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.
 The increased diversity of the workforce can reduce
commitment if employees feel lower levels of affective
commitment or less embedded in their current jobs. The
employee–employer relationship can reduce affective and
normative commitment, making it more of a challenge to
retain talented employees.
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Thank you! Doc Jeipee
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