Organizational commitment
The desire on the part of an employee to remain a member of the organization.
Inverse relationships to withdrawal behavior
A set of actions that employees perform to avoid work situations - behaviors that may eventually culminate in quitting the organization.
Inverse relationship to organizational commitment
A desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization.
"You stay because you want to"
One of three types of organizational commitment
A desire to remain a member of an organization because of an awareness of the costs associated with leaving.
"You stay because you need to"
One of three types of organizational commitment
A desire to remain a member of an organization due to a feeling of obligation.
"You stay because you ought to"
One of three types of organizational commitment.
Term refers to the various people , places and things that can inspire a desire to remain with an organization.
Erosion model suggests that employees with fewer bonds will be most likely to quit the organization.
Suggests that employees who have direct linkages with "leavers" will themselves become likely to leave.
In this way, reduction in affective commitment become contagious, spreading like a disease across the work unit.
Summaries employees links to their organization and community, their sense of fit with their organization and community and what they would need to sacrifice to change jobs.
Another possible way to build an obligation-based sense of commitment is by becoming a particularly charitable organization.
For example, many companies encourage employees to engage in volunteering - the giving of time and skills during a planned activity for a nonprofit or charity table group.
What are the four primary responses to negative events at work?
Exit - attempt to remove yourself from the situation, either by being
Chapter 3: LearnSmart Questions
____ levels of withdrawal behavior are closely correlated with a ___ degree of
organizational commitment
oHigh; low
Johanna is proud to be a Motorola employee and wants to continue her career with the
company. Johanna demonstrates
oHigh organizational commitment
Staying because you want to
oAffective
Staying because you need to
oContinuance
Staying because you ought to
oNormative
Which of the following factors can increase an employee’s continuance commitment?
oHigh unemployment rate; the cost of switching jobs
___ withdraw is a type of exit behavior
oPhysical
Engaging in non-work electronic communication while on the clock
oCyberloafing
Engaging in non-work verbal communication while on the clock
oSocializing
Doing work for another job while on the clock
oMoonlighting
Thinking about other things while on the clock
oDaydreaming
Turnover that may have been averted if the organization had tried harder or used a
different approach to keep a worker at his or her job is known as ___ turnover
oAvoidable
Which of the following forms of withdraw involves permanent withdrawal from the work
environment?
oQuitting
Place the following groups in order of the percentage of the U.S. labor force that they
represent, with the group that represents the largest percent at the top
oWhites, Hispanics, African Americans, Asians
An organization may be able to build normative commitment among employees
oBy providing employees with quality training and opportunities for career growth
Which of the following statements are true about employees who remain at a company
after a downsizing program?
oThey tend to have weaker emotional ties to the organization, they tend to feel
less obligation to stay at the organization out of a sense of moral duty.
High commitment, high task performance
oStars
Low commitment, high task performance
oLone wolves
High commitment, low task performance
oCitizens
Low commitment, low task performance
oApathetics