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Organizational Commitment as a Case of Scientific Disarray

In: ORGANIZATIONAL COMMITMENT The Case of Unrewarded Behavior

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  • Aviad Bar-Haim

Abstract

Empirical findings on organizational commitment (OC) do not always confirm teaching and organizational development (OD) practices. Thus, in a standard textbook on organizational behavior in the eighties of the 20th century (Baron and Greenberg, 1986, p. 164), we find the following statement: “Organizational commitment appears to exert powerful effects on several aspects of work behavior.” The effects are summarized as follows:Factors tending to increase OC:Motivating potential of specific jobHigh level of responsibilityHigh level of autonomySatisfaction with own level of work performanceSeniority/tenureHigh quality of supervisionFair appraisalsFactors tending to reduce OC:Role ambiguityJob tensionAvailability of other employment opportunitiesBelief that company does not care about employeesUse of punishment by supervisors…

Suggested Citation

  • Aviad Bar-Haim, 2019. "Organizational Commitment as a Case of Scientific Disarray," World Scientific Book Chapters, in: ORGANIZATIONAL COMMITMENT The Case of Unrewarded Behavior, chapter 5, pages 25-33, World Scientific Publishing Co. Pte. Ltd..
    • Handle: RePEc:wsi:wschap:9789813232167_0005
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    Keywords

    Organizational Commitment; Work Motivation; Affective Commitment; Normative Commitment; Continuance Commitment; Organizational Behavior; Instrumental Commitment; Calculative Commitment; Side-bets Commitment; Loyalty; Exit; Voice; Compliance-Identification-Internalization;
    All these keywords.

    JEL classification:

    • D23 - Microeconomics - - Production and Organizations - - - Organizational Behavior; Transaction Costs; Property Rights

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