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What is Organizational Commitment

Chapter 5
Management Techniques for Employee Engagement in Contemporary Organizations
Employee's willingness to identify with the goals and values of the organization in which he or she works and to strive for organization.
Published in Chapter:
A Systematic Review of the Correlates and Outcomes of Employee Engagement
Duygu Toplu Yaslioglu (Istanbul University, Turkey)
Copyright: © 2019 |Pages: 21
DOI: 10.4018/978-1-5225-7799-7.ch005
Abstract
Engagement is a concept that is hard to define and easy to realize. Engagement is motivational, and this motivation helps individuals to allocate their resources for their job performance and use those resources intensively and consistently. So, one can say that employee engagement should have been correlated with some variables related with work and organization. In the academic literature, engagement is a relatively high focused area, and it is said to be related to but distinct from other constructs in organizational behavior. Engagement's casual and correlational relationships with the various concepts such as burnout, job demands and resources, organizational commitment, job involvement, workaholism, job satisfaction, for example, are much researched. However, researches indicate different results. This chapter aims to systematically review the aforementioned concepts relationship to engagement and eventually put forward, if any, conflicts and resemblances among previous researches.
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Chapter 10
The Effects of Work-Family Conflict on Job Stress, Job Satisfaction, and Organizational Commitment: A Study in Turkish Pharmaceutical Industry
It is variously defined as an attitude that associates employee’s identity with organization; a process during which objectives of the organization are in conformity with those of employee.
Published in Chapter: The Effects of Work-Family Conflict on Job Stress, Job Satisfaction, and Organizational Commitment: A Study in Turkish Pharmaceutical Industry; From: Handbook of Research on Global Business Opportunities
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Chapter 18
The Use of Online Social Networks in Higher Education and Its Influence on Job Performance
It is a force of connection – a psychological or attitude stage – with the goals and values of the organization, which determines a direction at the level of the individual’s behavior towards the employer organization, with the aim of benefiting it.
Published in Chapter: The Use of Online Social Networks in Higher Education and Its Influence on Job Performance; From: Handbook of Research on Effective Communication, Leadership, and Conflict Resolution
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Chapter 15
Exploring the Role of Organizational Justice in the Modern Workplace
The strength of the feeling of responsibility that an employee has toward the mission of the organization.
Published in Chapter: Exploring the Role of Organizational Justice in the Modern Workplace; From: Handbook of Research on Organizational Culture and Diversity in the Modern Workforce
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Chapter 7
The Importance of Mentoring in the Development and Succession of Millennial Leaders
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Chapter 8
Examining the Roles of Job Satisfaction and Organizational Commitment in the Global Workplace
The strength of the feeling of responsibility that an employee has toward organizational mission.
Published in Chapter: Examining the Roles of Job Satisfaction and Organizational Commitment in the Global Workplace; From: Handbook of Research on Human Resources Strategies for the New Millennial Workforce
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Chapter 10
Teleworking: New Challenges and Trends
The individual’s identification with, and involvement in, a particular organization. According to Allen and Meyer’s (1990) AU99: The in-text citation "Allen and Meyer’s (1990)" is not in the reference list. Please correct the citation, add the reference to the list, or delete the citation. three-component model, commitment has three different forms, namely affective commitment (the affective attachment of the individual to the organization), continuance commitment (the costs that would take place if the individual left the organization), and normative commitment (the feelings of the individual to remain a member of the organization).
Published in Chapter: Teleworking: New Challenges and Trends; From: Handbook of Research on Solving Societal Challenges Through Sustainability-Oriented Innovation
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Chapter 328
Software Evaluation From the Perspective of Patients and Healthcare Professionals
Organizational commitment refers to the extent to which the employees of an organization see themselves as belonging to the organization (or parts of it) and feel attached to it ( Meyer, Kam, Goldenberg, & Bremner, 2013 )( van Dick & Ullrich, 2013 ).
Published in Chapter: Software Evaluation From the Perspective of Patients and Healthcare Professionals; From: Encyclopedia of Information Science and Technology, Fourth Edition
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Chapter 1
Enhancing Employee Innovative Work Behavior Through Human Resource Management Practices
It is the psychological condition that reflects the relationship between individuals and organizations, which is necessary for employees to go beyond what is defined in the contract and to demonstrate discretionary behaviors that will benefit the organization in achieving its goals.
Published in Chapter: Enhancing Employee Innovative Work Behavior Through Human Resource Management Practices; From: Handbook of Research on Managerial Thinking in Global Business Economics
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Chapter 9
Job Crafting for Tourism Employees: Conceptual Overview, Dimensions, Antecedents, and Consequences
The concept of employees believing in the aims and values of the organization, working hard to achieve the objectives of the enterprise, expressing their willingness to maintain membership of the organization.
Published in Chapter: Job Crafting for Tourism Employees: Conceptual Overview, Dimensions, Antecedents, and Consequences; From: Organizational Behavior Challenges in the Tourism Industry
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Chapter 19
The Effect of Low Employee Turnover Ratio on Bank Profitability in Turkey
The employee's feeling of attachment to the organization is called organizational commitment. The factors such as role stress, salary, social rights, empowerment, organizational trust, job insecurity, organizational justice and distribution of leadership may have been connected to an employee's sense of organizational commitment.
Published in Chapter: The Effect of Low Employee Turnover Ratio on Bank Profitability in Turkey; From: Handbook of Research on Developing Sustainable Value in Economics, Finance, and Marketing
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Chapter 6
The Use of Online Social Networks and Its Influence on Job-Related Behavior: The Higher Education Context
It is a force of connection—a psychological or attitude stage—with the goals and values of the organization, which determines a direction at the level of the individual’s behavior towards the employer organization, with the aim of benefiting it.
Published in Chapter: The Use of Online Social Networks and Its Influence on Job-Related Behavior: The Higher Education Context; From: Handbook of Research on Strategic Communication, Leadership, and Conflict Management in Modern Organizations
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Chapter 30
Work-Life Balance Challenges: Constructing an Employee-Friendly Workplace
Organizational commitment is the degree to which the employee feels a part of the organization and the union of forces he has established with the organization. It is a collection of internalized normative pressures to act towards organizational interests. It is the emotional attachment of the individual to the goals and values of the organization, regardless of interest. It is to express the loyalty attitude of the individual towards the organization and the strength of the bond the employee feels towards the organization s/he works with.
Published in Chapter: Work-Life Balance Challenges: Constructing an Employee-Friendly Workplace; From: Handbook of Research on Future of Work and Education: Implications for Curriculum Delivery and Work Design
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Chapter 9
Relationship Between Conflict and Deviant Workplace Behavior in Family Business
Organizational committed employees are the ones who demonstrate more than the expected as defined in the contract, which will be beneficial for the organization to achieve its goals. It is a psychological state which reflects the relationship between the organization and the employee.
Published in Chapter: Relationship Between Conflict and Deviant Workplace Behavior in Family Business; From: Analyzing Workplace Deviance in Modern Organizations
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Chapter 14
The Influence of (Online) Social Networks on Workers’ Attitudes and Behaviours in Higher Education Institutions
It is a force of connection—a psychological or attitude stage—with the goals and values of the organization, which determines a direction at the level of the individual’s behaviour towards the employer organization, with the aim of benefiting it.
Published in Chapter: The Influence of (Online) Social Networks on Workers’ Attitudes and Behaviours in Higher Education Institutions; From: Handbook of Research on Enterprise 2.0: Technological, Social, and Organizational Dimensions
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Chapter 14
Digital Employer Branding: An Exploration of the Moroccan Customer Relation Centers
A behavior and an attitude characterized by a strong belief in the goals and values of the organization, by a will to exert significant efforts for the benefit of the latter and by a strong desire to remain one of its members.
Published in Chapter: Digital Employer Branding: An Exploration of the Moroccan Customer Relation Centers; From: Emerging Challenges, Solutions, and Best Practices for Digital Enterprise Transformation
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Chapter 12
Impact of Psychological Contract on Employees' Performance: A Review
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Chapter 19
Relationship Between Organizational Stress and Organizational Cynicism in the Tourism Industry: A Study
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Chapter 4
The Influence of Coaching Competences on the Commitment and Development of Leaders in Organizations
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Chapter 1
Analyzing the Relationship Between Corporate Social Responsibility and Sustainable Performance: Evidence From the Spanish Wine Sector
The degree to which an employee identifies with a particular organization and its goals, and wishes to maintain his or her relationship with it.
Published in Chapter: Analyzing the Relationship Between Corporate Social Responsibility and Sustainable Performance: Evidence From the Spanish Wine Sector; From: New Perspectives and Possibilities in Strategic Management in the 21st Century: Between Tradition and Modernity
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Chapter 79
The Impact of Improved Organizational Citizenship on Employee Retention
Employee commitment to an organization’s vision, mission and strategic initiatives manifested through the individual’s citizenship and production ( Meyer, Allen & Gellatly, 1990 ).
Published in Chapter: The Impact of Improved Organizational Citizenship on Employee Retention; From: Encyclopedia of Strategic Leadership and Management
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Chapter 72
Organizational Commitment: A Qualitative Assessment of Training Programs
The degree to which a member identified with and was involved with the organization ( Chun, Shin, Choi & Kim, 2013 ).
Published in Chapter: Organizational Commitment: A Qualitative Assessment of Training Programs; From: Encyclopedia of Strategic Leadership and Management
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Chapter 12
Resilience as a Moderator Between Perceived HR Digitalization and Positive Employee Outcomes
Employee's attachment towards the organization which indicates negative correlation with negative consequences such as turnover intentions.
Published in Chapter: Resilience as a Moderator Between Perceived HR Digitalization and Positive Employee Outcomes; From: Leadership and Workplace Culture in the Digital Era
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Chapter 19
The Relationship Between Organizational Culture and Organizational Commitment: A Research in Private Health Institutions
Employee's willingness to identify with the goals and values of the organization in which he or she works and to strive for organization.
Published in Chapter: The Relationship Between Organizational Culture and Organizational Commitment: A Research in Private Health Institutions; From: Handbook of Research on Representing Health and Medicine in Modern Media
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Chapter 6
Workplace Incivility in Schools
The relative strength of an individual’s identification with and involvement in the organization where one is employed. Organizational commitment in this study, then, refers to the degree to which teachers identify with and are involved in the school where they currently work. Thus, the organization in this case is the school.
Published in Chapter: Workplace Incivility in Schools; From: Encyclopedia of E-Leadership, Counseling and Training
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Chapter 16
Exploring Emotional Intelligence at Work: A Review of Current Evidence
This is a work attitude defining the level of psychological attachment of an employee to his/her organization.
Published in Chapter: Exploring Emotional Intelligence at Work: A Review of Current Evidence; From: Handbook of Research on Organizational Culture and Diversity in the Modern Workforce
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Chapter 12
The Psychological Capital: A Moderator in Authentic Leadership – Organizational Commitment Relation
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