Question

1) What are the components of Organizational Commitment?
a. What does it mean to have high Affective Commitment vs. Continuance Commitment vs. Normative Commitment?
b. What outcomes are each of the commitment components related to (e.g., turnover, citizenship behavior, etc.) and how (positive vs. negative)?
c. What factors influence the different commitment components and what can organizations due to impact the different components of commitment?
2) The textbook talked about how organizations can rely on social network analyses to predict employee attitudes and behaviors:
a. What does the erosion model tell us about who is most likely to leave an organization?
b. What does the social influence model tell us about who is most likely to leave an organization?

Answer 1

1. The three components of organizational commitment are an affective commitment, continuance commitment, and normative commitment.

2. The meaning of high Affective Commitment is a high emotional attachment to the organization and the employee wants to stay with the organization for a longer time. If you have a high Continuance Commitment then the employee feels like staying in the organization for a longer time. High Normative Commitment means a high-level of obligation to stay in the company.

3. Turnover is the rate at which the employees leave the organization, so there are low affective, low continuance and low normative commitment.

Organizational Citizenship Behavior is the behavior of individuals that promote effectiveness, so there is a high affective, continuance, and normative commitment.

4. According to Meyer & Allen, 1991, and Mathieu & Zajacthe, 1990, factors affecting organizational commitment are supervisor support, career development opportunities, work-family support, and favorable job conditions.