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PERCEIVED ORGANIZATIONAL COMMITMENT AND ITS IMPACT TO THE TURNOVER INTENTION: Organizational Commitment

Organizational commitment has been studied from so many theories perspectives, however, Hall remarked that better abandon the term altogether and deal instead with set of concepts. Each of the concepts focused on one or another aspect of commitment. There are three common categories of organizational commitment which is affective, continuance, and normative commitment. The authors defined affective commitment as the relative strength of an individual’s identification and involvement in a particular organization.
The most widely investigated dimension of organizational commitment was affective commitment. Affective commitment also defines as the degree to which an individual is psychologically attracted to an employing organization through feelings such as loyalty, affection, belongingness. It is described the employees’ emotional bond or attachment to an organization.
Besides, continuance commitment defined as a structural phenomenon which occurred as a result of individual organizational transactions and alterations in side-bets or investments over time. It referred to commitment associated to the costs that employees relate with leaving the organization. Unlike affective commitment, continuance commitment results from the exchange relationship between employees and the organization.Individuals become continuously committed to an organization because they had side bets or the benefits they get from continuing the relationship with the organization increase.
Lastly, the last category of organizational commitment which was normative commitment included a moral component and emphasis on strong social ties, obligations and individual pre-dispositions, for example, person and organization value congruence. This aspect indicated that individuals will show certain behavior because they believe it is right and moral thing to do. Research has been performed regarding identification and measurement of predictors of normative commitment compared to the other two. Furthermore, normative commitment may not be appropriate in predicting turnover intention since six of the eight items measure moral obligation to remain.
The most attention which given to the concept of organizational commitment is result from its relationship with turnover. It is means highly committed employees wish to remain with their employing organizations.

This post was written by , posted on February 6, 2014 Thursday at 1:47 pm