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Sep 8, 2015 · However, the study of positive consequences of affective commitment has emerged in the research such as the investigation of the effects of affective commitment on organizational citizenship behaviors and affective commitment as a moderator of stress in the workplace.
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- Organisational Climate and Culture
- Work Demand and Resource Supply
- Health and Wellbeing
- Engagement with The Physical Working Environment
Organisational culture and climate evolve with the organisation’s strategy (Grint 2006, 126) and the impact on employee engagement will be twofold. First, any initiatives to improve or strengthen engagement by addressing the organisation’s culture, might well be based on assumptions that change as the strategy or structure change; and second, in th...
Organisations are increasingly aware of the necessity to acquire and retain talent as who demonstrate high levels of energy, dedication, and absorption. Two factors influence this dynamic; these being the abundance of personal resources which they can invest in their work; (Bakker 2017) but also the level of resource within the organisation itself ...
When employees have a sense of well-being, they are more likely to be engaged, satisfied and perform better. US Companies such as Mars, Google and Zappos are cited in their understanding of wellbeing and the impact on performance is key in delivering business objectives. In the UK, a comprehensive government study found that improvements in wellbei...
The fourth important consideration in the sociology of work and its impact on employee engagement is that of the physical working environment which is a tangible output of physical workplace design and how employees relate to it in going about their daily work. In this area, considerations include workplace layout, the balance between organisation ...
- Paul Turner
- turnerpaul1@me.com
- 2020
There has been a recent upsurge of interest among sociologists in the organizational commitment of employees, with loyalty and intent to stay identified as distinct forms that this commitment can t...
- Charles W. Mueller, Jean E. Wallace, James L. Price
- 1992
Jun 20, 2021 · To answer these questions, we offer an explicit definition of the construct and its dimensions, differentiating it from concepts such as perceived organizational support (POS), high commitment work systems (HCWS), HR philosophy, and psychological contract.
- Joaquín García-Cruz, Ramón Valle-Cabrera
- 2021
Jan 1, 2024 · Definition. Organizational commitment is defined as “a psychological state that (a) characterizes the employee’s relationship with the organization, and (b) has implications for the decision to continue or discontinue membership in the organization” (Meyer and Allen 1991, p. 67).
It is widely believed that employees who are emotionally attached to the organisation (also referred to as affective organisational commitment) will not only be happier, healthier and more fulfilled, but also more likely to deliver better performance, services, and innovation.
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This chapter traces the development of the three-component model of commitment and highlights the important role played by self-determination theory in its integration into the work motivation literature.
