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Affective, Normative and Continuance Commitment: Can the ‘Right Kind’ of Commitment be Managed?

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  • Roderick D. Iverson
  • Donna M. Buttigieg

Abstract

This study examines the multi‐dimensionality of organizational commitment: affective, normative and continuance (including the sub‐components of low perceived alternatives and high personal sacrifice), and how these are differentially related to a set of antecedents and consequences (i.e. turnover intentions, absenteeism and acceptance of change). The results, based on a sample of 505 Australian male fire‐fighters, indicate that organizational commitment is best represented by the four‐factors of affective, normative, low perceived alternatives and high personal sacrifice. In addition, employees experience different personal, job‐related and environmental causes of commitment depending on whether they feel they want to, ought to, or need to remain with the organization. Further, not all facets of commitment enhanced organizational effectiveness, with affective being the most beneficial (i.e. employees are less likely to leave, be absent and are more accepting of change) and low perceived alternatives being the most detrimental (i.e. less accepting of change). The implications of these findings for the management of desirable forms of commitment are discussed.

Suggested Citation

  • Roderick D. Iverson & Donna M. Buttigieg, 1999. "Affective, Normative and Continuance Commitment: Can the ‘Right Kind’ of Commitment be Managed?," Journal of Management Studies, Wiley Blackwell, vol. 36(3), pages 307-333, May.
    • Handle: RePEc:bla:jomstd:v:36:y:1999:i:3:p:307-333
    DOI: 10.1111/1467-6486.00138
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    Cited by:

    1. Lasierra, Jose Manuel & Molina, Jose Alberto & Ortega, Raquel, 2015. "Generational Differences at Work in Spain," MPRA Paper 64768, University Library of Munich, Germany.
    2. Kuvaas, Bård & Buch, Robert & Weibel, Antoinette & Dysvik, Anders & Nerstad, Christina G.L., 2017. "Do intrinsic and extrinsic motivation relate differently to employee outcomes?," Journal of Economic Psychology, Elsevier, vol. 61(C), pages 244-258.
    3. Gerla Van Breugel & Woody Van Olffen & René Olie, 2005. "Temporary Liaisons: The Commitment of ‘Temps’ Towards Their Agencies," Journal of Management Studies, Wiley Blackwell, vol. 42(3), pages 539-566, May.
    4. Katelin Barron; Shih Yung Chou, 2016. "Developing Normative Commitment as a Consequence of Receiving Help - The Moderated Mediating Roles of Team-Member Exchange and Individualism/Collectivism: A Multi-level Model," Journal of Management Sciences, Geist Science, Iqra University, Faculty of Business Administration, vol. 3(2), pages 141-158, October.
    5. Douglas A. Bosse & Richard Coughlan, 2016. "Stakeholder Relationship Bonds," Journal of Management Studies, Wiley Blackwell, vol. 53(7), pages 1197-1222, November.
    6. Kashifa Yasmin & Najib Ahmad Marzuki, 2015. "Impact of Organizational Commitment on Intention to Quit Among Psychaitric Nurses: Evidence from Pakistan," International Journal of Learning and Development, Macrothink Institute, vol. 5(4), pages 89-102, December.
    7. Gitanjali & Yaksh Sharma & Baldev R. Sharma, 2010. "Search for the Drivers of Employee Engagement among Executives of a Manufacturing Organisation," Management and Labour Studies, XLRI Jamshedpur, School of Business Management & Human Resources, vol. 35(2), pages 189-207, May.
    8. Stefan Krabel & Alexander Schacht, 2014. "Follow the leader? How leadership behavior influences scientists' commercialization behavior (or not)," Economics of Innovation and New Technology, Taylor & Francis Journals, vol. 23(2), pages 134-160, March.
    9. Ibrahim Halil Seyrek & Ayhan Turan, 2017. "Effects of Individual Characteristics and Work Related Factors on the Turnover Intention of Accounting Professionals," International Journal of Academic Research in Accounting, Finance and Management Sciences, Human Resource Management Academic Research Society, International Journal of Academic Research in Accounting, Finance and Management Sciences, vol. 7(1), pages 236-244, January.
    10. Christelle Tornikoski, 2011. "The role of perceived employer obligations in the interpretation of and reaction to expatriate compensation practices," Post-Print hal-00675160, HAL.
    11. Christelle Tornikoski, 2011. "The role of perceived employer obligations in the interpretation of and reaction to expatriate compensation practices," Grenoble Ecole de Management (Post-Print) hal-00675160, HAL.

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