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When normative commitment leads to lower well-being and reduced performance

Author

Listed:
  • Christian Vandenberghe

    (HEC Montréal - HEC Montréal)

  • Karim Mignonac

    (CRM - Centre de Recherche en Management - UT Capitole - Université Toulouse Capitole - UT - Université de Toulouse - IAE - Institut d'Administration des Entreprises - Toulouse - CNRS - Centre National de la Recherche Scientifique)

  • Caroline Manville

    (CRM - Centre de Recherche en Management - UT Capitole - Université Toulouse Capitole - UT - Université de Toulouse - IAE - Institut d'Administration des Entreprises - Toulouse - CNRS - Centre National de la Recherche Scientifique)

Abstract

Normative commitment, or employees' loyalty to their organization based on a sense of obligation, has received less attention than affective and continuance commitment. Building on recent work suggesting that normative commitment's meaning is influenced by the within-person context provided by the other components of commitment, we theorized that normative commitment would be experienced as externally driven, hence detrimental to well-being and performance, when few alternatives commitment, a sub-component of continuance commitment, is high. Based on two independent samples (Ns = 366 and 100), Study 1 found normative commitment to be more positively related to emotional exhaustion and psychological distress at high levels of few alternatives commitment. Study 2 (N = 187) found normative commitment to be less positively related to job performance when few alternatives commitment was high. Implications of these findings for our understanding of normative commitment's workings are highlighted.

Suggested Citation

  • Christian Vandenberghe & Karim Mignonac & Caroline Manville, 2015. "When normative commitment leads to lower well-being and reduced performance," Post-Print hal-01235624, HAL.
    • Handle: RePEc:hal:journl:hal-01235624
    DOI: 10.1177/0018726714547060
    as

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    Cited by:

    1. Valérie Barraud-Didier & Anne-Laure Gatignon-Turnau & Loïc Mazenc, 2021. "Stresseurs au travail, intention de quitter précocement la profession et effets médiateurs de l'épuisement émotionnel : le cas de l'agriculteur," Post-Print hal-03548847, HAL.
    2. Ying Chen & Xiaohu Zhou & Kim Klyver, 2019. "Collective Efficacy: Linking Paternalistic Leadership to Organizational Commitment," Journal of Business Ethics, Springer, vol. 159(2), pages 587-603, October.

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