Organisational commitment

Summary

The video discusses organizational commitment, defining it as the psychological attachment an employee has to their organization. It highlights the correlation between organizational commitment and job satisfaction, noting that higher commitment reduces turnover intentions. The video identifies three types of commitment: affective commitment, where employees feel emotionally bonded; continuance commitment, which is based on the perceived losses from leaving; and normative commitment, driven by a sense of obligation to the organization. Examples illustrate each type, emphasizing the importance of understanding these dynamics in the workplace.

Takeaways

• 😀 Organizational commitment is the psychological attachment an individual has to their organization.
• 😀 There is a strong correlation between organizational commitment and job satisfaction.
• 😀 Higher levels of organizational commitment are associated with lower intentions to leave the organization.
• 😀 Affective commitment involves an emotional bond, leading employees to want to stay.
• 😀 Continuance commitment is based on the fear of losing more by leaving than gaining.
• 😀 Loss in continuance commitment can include prestige, income, or social connections.
• 😀 Normative commitment stems from a sense of obligation to the organization.
• 😀 Obligations in normative commitment may arise from moral reasons, such as working for a charity.
• 😀 Practical reasons, like investment in training, can also create normative commitment.
• 😀 Understanding these types of commitment can help organizations improve retention and employee satisfaction.

Q & A

What is organizational commitment?

Organizational commitment is the individual psychological attachment to an organization.

How are organizational commitment and job satisfaction related?

Organizational commitment and job satisfaction are closely correlated, often leading to lower levels of intention to leave the organization.

What are the three types of organizational commitment identified by researchers?

The three types are affective commitment, continuance commitment, and normative commitment.

What defines affective commitment?

Affective commitment is characterized by an emotional bond between the employee and the organization, leading the employee to want to stay.

What is continuance commitment?

Continuance commitment refers to a situation where an individual feels they will lose more by leaving the organization than they will gain.

What kinds of losses might contribute to continuance commitment?

Losses can occur in various areas, such as prestige, income, friendships, or social standing.

What is normative commitment?

Normative commitment is when an individual feels they should stay with the organization due to a sense of obligation.

What factors can create a sense of obligation in normative commitment?

This sense of obligation can stem from ethical considerations, such as working for a charitable organization or the organization investing in the employee's training.

How can organizational commitment impact employee retention?

Higher levels of organizational commitment can lead to greater employee retention by reducing the intention to leave.

Where can one find more information about organizational commitment?

More research briefings and information can be found at www.oxfordhyphenreview.com.