Evolution of an Employee’s Organizational Commitment Concept in Management Science
It is difficult to provide a clear-cut definition of an employee’s organizational commitment due to the existence of different interpretations occurring in scientific literature. Researchers just add their own perceptions to the concept. There are found over 25 related constructs, examining this managerial phenomenon in one or another aspect. Thus, the article deals with the overview and systematizing the evolution of an employee’s organizational commitment conception. There are various definitions of commitment in the related literature stemming from various approaches to this concept. According to the affective approach, commitment is the relative strength of a person’s identification with and involvement in an organization” (Mowday, 1982). According to the cost-benefit approach, commitment is a result of the perception of benefit associated with staying in and the perception of cost associated with leaving from an organization (Kanter, 1968). According to the normative approach commitment is the aggregate internalized normative pressures to conduct in a manner which meets organizational objectives and interests (Wiener, 1982). In this theoretically based article outlined and systematized definitions of an employee’s organizational commitment deepen our understanding of this phenomenon expression, explain job-related behaviors of individuals, thus are relevant in human resource management process, especially while searching for the managerial strategy stimulating involvement of labor force into organizational performance.
Keyword(s): affective commitment; an employee’s organizational commitment; normative commitment; continuance commitment
Management Theory and Studies for Rural Business and Infrastructure Development
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