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Residuales organisationales Commitment: Ein konzeptioneller Ansatz zur Erweiterung der Bindungsforschung
[Residual organizational commitment: Effects of commitment to previous organizations on current organizational commitment]

Author

Listed:
  • Sascha Alexander Ruhle

    (Bergische Universität Wuppertal)

  • Heiko Breitsohl

    (Bergische Universität Wuppertal)

Abstract

Organizational commitment of employees towards their employer is highly relevant for both the committed individual as well as the organization. Positive effects on task performance and job satisfaction as well as the reduction of absenteeism and turnover increase organizational competitiveness. Despite extensive research efforts, details of the development of OC remain largely unexplored, particularly with regards to differences at the person level. The aim of this paper is to deduce propositions on the role of residual commitment within this context. Based on the assumption that commitment does not necessarily end when organizational membership does, we posit that residual affective and residual normative commitment towards former organizations form competitive relationships with current commitment. Closer investigation of such parallel commitments may help explain inconclusive results of earlier studies investigating antecedents of OC. Finally, implications for research o n organizational commitment and socialization will be discussed.

Suggested Citation

  • Sascha Alexander Ruhle & Heiko Breitsohl, 2012. "Residuales organisationales Commitment: Ein konzeptioneller Ansatz zur Erweiterung der Bindungsforschung [Residual organizational commitment: Effects of commitment to previous organizations on curr," Schumpeter Discussion Papers sdp12007, Universitätsbibliothek Wuppertal, University Library.
    • Handle: RePEc:bwu:schdps:sdp12007
    as

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    References listed on IDEAS

    as
    1. Süß, Stefan & Kleiner, Markus, 2010. "Commitment and work-related expectations in flexible employment forms: An empirical study of German IT freelancers," European Management Journal, Elsevier, vol. 28(1), pages 40-54, February.
    2. Coyle-Shapiro, Jacqueline & Morrow, Paula & Kessler, Ian, 2006. "Serving two organizations : exploring the employment relationship of contracted employees," LSE Research Online Documents on Economics 2665, London School of Economics and Political Science, LSE Library.
    3. Stefan Hoeft & Benedikt Hell, 2007. "Die Bindungswirkung von Unternehmenspraktika im Rahmen des Hochschulmarketings - Affektives Commitment als endogene und exogene Variable," Zeitschrift fuer Personalforschung. German Journal of Research in Human Resource Management, Rainer Hampp Verlag, vol. 21(1), pages 5-21.
    Full references (including those not matched with items on IDEAS)

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    More about this item

    Keywords

    organizational commitment; three component model; turnover;
    All these keywords.

    JEL classification:

    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M5 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics

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