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(8576 W4) Discussion Overview – Components of Organizational Commitment
Commitment is an attitude that correlates strongly with job satisfaction. In addition, commitment, like satisfaction, relates to turnover and other employee outcomes. Because there are patterns of commitment, organizations can use these data to take steps to increase employee commitment, thereby increasing positive employee behaviors and decreasing negative employee behaviors.
For this Discussion, review this week’s media in the Learning Resources. Select two Walden Sports employees to use for this Discussion and consider how they differ in their commitment to the organization. Then consider positive and negative consequences of each employee’s organizational commitment.
Discussion Assignment Below do 4-5 paragraphs with APA citations in each paragraph.
Provide the names of the two Walden Sports employees you selected and explain how they differ in their commitment to the organization. In your analysis, explain how they differ or are similar on all three components of organizational commitment. Finally, explain one potential positive consequence and one potential negative consequence of each employee’s organizational commitment.
Media Transcript Attached
Laureate Education, Inc. (Executive Producer). (2012). Organizational commitment. Baltimore, MD: Author.
Resources
Becker, T. E. (1992). Foci and bases of commitment: Are they distinctions worth making? Academy of Management Journal, 35(1), 232–244.
Becker, T. E., & Billings, R. S. (1993). Profiles of commitment: An empirical test. Journal of Organizational Behavior, 14(2), 177–190.
Bergman, M. E. (2006). The relationship between affective and normative commitment: Review and research agenda. Journal of Organizational Behavior, 27(5), 645–663.
Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171–194.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89.
Meyer, J. P., Allen, N. J., & Topolnytsky, L. (1998). Commitment in a changing world of work. Canadian Psychology, 39(1–2),83–93
Meyer, J. P., Becker, T. E., & Van Dick, R. (2006). Social identities and commitments at work: Toward an integrative model. Journal of Organizational Behavior, 27(5), 665–683.
Reichers, A. E. (1985). A review and reconceptualization of organizational commitment. Academy of Management Review, 10(3), 465–476.
Optional Resources
Allen, N. J. (2007). Organizational commitment. In S. G. Rogelberg (Ed.), Encyclopedia of industrial and organizational psychology, (pp. 549–552). Thousand Oaks, CA: Sage Publications, Inc.
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18.
Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49(3), 252–276.
Becker, H. S. (1960). Notes on the concept of commitment. American Journal of Sociology, 66(1), 32–40.
Buchanan, B. (1974). Building organizational commitment: The socialization of managers in work organizations. Administrative Science Quarterly, 19(4), 533– 546.
Cole, M. S., & Bruch, H. (2006). Organizational identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matter? Journal of Organizational Behavior, 27(5), 585–605.
Dunham, R. B., Grube, J. A., & Catañeda, M. B. (1994). Organizational commitment: The utility of an integrative definition. Journal of Applied Psychology, 79(3), 370– 380.
Haslam, S. A., Ryan, M. K., Postmes, T., Spears, R., Jetten, J., & Webley, P. (2006). Sticking to our guns: Social identity as a basis for the maintenance of commitment to faltering organizational projects. Journal of Organizational Behavior, 27(5), 607–628.
Herrbach, O. (2006). A matter of feeling? The affective tone of organizational commitment and identification. Journal of Organizational Behavior, 27(5), 629– 643. © 2012 Laureate Education Inc. 2
Hunt, S. D., & Morgan, R. M. (1994). Organizational commitment: One of many commitments or key mediating construct? Academy of Management Journal, 37(6), 1568–1587.
Johnson, R. E., & Chang, C. (2006). “I” is to continuance as “We” is to affective: The relevance of the self-concept for organizational commitment. Journal of Organizational Behavior, 27(5), 549–570.
McGee G. W., & Ford, R. C. (1987). Two (or more?) dimensions of organizational commitment: Reexamination of the affective and continuance commitment scales. Journal of Applied Psychology, 72(4), 638–641.
Meyer, J. P., & Allen, N. J. (1984). Testing the “side-bet theory” of organizational commitment: Reexamination of the affective and continuance commitment scales. Journal of Applied Psychology, 69(3), 372–378.
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538–551.
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224–247.
O’Reilly, C. A., & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492–499.
Van Knippenberg, D., & Sleebos, E. (2006). Organizational identification versus organizational commitment: Self-definition, social exchange, and job attitudes. Journal of Organizational Behavior, 27(5), 571–584. Wiener, Y. (1982). Commitment in organizations: A normative view. Academy of Management Review, 7(3), 418–428