Excel in Your Exam | Organizational commitment & Final Exam

Affective commitment is defined as a desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization. Tad feels that if he leaves Crossroads, he will miss his colleagues and the company atmosphere a lot. Hence, he is exhibiting affective commitment.

Affective Events Theory: A theory that describes how workplace events can generate emotional reactions that impact work behaviors.

Loyalty is defined as a passive, constructive response that maintains public support for the situation while the individual privately hopes for improvement. Voice is defined as an active, constructive response in which individuals attempt to improve the situation. Organizational commitment should increase the likelihood that a negative work event will prompt voice or loyalty.

Organizational Commitment: An employee’s desire to remain a member of an organization.

Exit is defined as an active, destructive response by which an individual either ends or restricts organizational membership. Neglect is defined as a passive, destructive response in which interest and effort in the job declines. Organizational commitment should decrease the likelihood that an individual will respond to a negative work event with exit or neglect.

Neglect: A passive, destructive response to a negative work event in which one’s interest and effort in work decline.

Exit is defined as an active, destructive response by which an individual either ends or restricts organizational membership.

Exit: A response to a negative work event by which one becomes often absent from work or voluntarily leaves the organization.

Voice is defined as an active, constructive response in which individuals attempt to improve the situation.

Voice: When an employee speaks up to offer constructive suggestions for change, often in reaction to a negative work event.

Loyalty is defined as a passive, constructive response to negative events that maintains public support for the situation while the individual privately hopes for improvement.

Loyalty: A passive response to a negative work event in which one publicly supports the situation but privately hopes for improvement.

Continuance commitment is defined as a desire to remain a member of an organization because of awareness of the costs associated with leaving it. In other words, you stay because you need to.

Continuance Commitment: An employee’s desire to remain a member of an organization due to an awareness of the costs of leaving.

Continuance commitment focuses on personal and family issues more than the other two commitment types.

Continuance Commitment: An employee’s desire to remain a member of an organization due to an awareness of the costs of leaving.

The term embeddedness refers to the work and nonwork forces that bind us to our current employer. Embeddedness summarizes employees' links to their organization and community, their sense of fit with their organization and community, and what they would have to sacrifice for a job change.

Embeddedness: An employee’s connection to and sense of fit in the organization and community.

Focus of commitment refers to the various people, places, and things that can inspire a desire to remain a member of an organization.

Focus Of Commitment: The people, places, and things that inspire a desire to remain a member of an organization.

Stars possess high commitment and high performance and are held up as role models for other employees. Stars likely respond to negative events with voice because they have the desire to improve the status quo and the credibility needed to inspire change.

Voice: When an employee speaks up to offer constructive suggestions for change, often in reaction to a negative work event.

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. Continuance commitment is defined as a desire to remain a member of an organization because of awareness of the costs associated with leaving it.

Continuance Commitment: An employee’s desire to remain a member of an organization due to an awareness of the costs of leaving.

Continuance commitment tends to create more of a passive form of loyalty.

Affective Commitment: An employee’s desire to remain a member of an organization due to a feeling of emotional attachment.

Embeddedness consists of the work and nonwork forces that can bind us to our current employer. It summarizes employees' links to their organization and community, their sense of fit with their organization and community, and what they would have to sacrifice for a job change.

Embeddedness: An employee’s connection to and sense of fit in the organization and community.

Employees falling under the category of "stars" tend to respond to negative events with voice because they have the desire to improve the status quo and the credibility needed to inspire change.

Lone Wolves: Employees with low commitment levels and high task performance levels who focus on their own career rather than what benefits the organization.

Stars demonstrate the highest levels of organizational commitment and behave in an active, constructive manner. Citizens have generally high levels of organizational citizenship but react to negative events in a passive, constructive manner.

Organizational Commitment: An employee’s desire to remain a member of an organization.

Apathetics have low organizational commitment and demonstrate passive, destructive behavior, working only hard enough to just keep their jobs.

Apathetics: Employees with low commitment levels and low task performance levels who exert the minimum amount of effort needed to keep their jobs.

Lone wolves possess low levels of organizational commitment but high levels of task performance and are motivated to achieve work goals for themselves, not necessarily for their company. They are likely to respond to negative events with exit.

Lone Wolves: Employees with low commitment levels and high task performance levels who focus on their own career rather than what benefits the organization.

The term "focus of commitment" refers to the various people, places, and things that can inspire a desire to remain a member of an organization.

Emotion Regulation: The ability to recover quickly from emotional experiences.

The employees who remain in the organization after a downsizing are often stricken with "survivor syndrome," characterized by anger, depression, fear, distrust, and guilt.

Trust: The willingness to be vulnerable to an authority based on positive expectations about the authority’s actions and intentions.