Organizational Commitment Overview
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Organizational Commitment Overview

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Questions and Answers

What does the compensatory forms model indicate about withdrawal behaviors?

  • They are positively correlated with each other.
  • They evolve into more complex behaviors over time.
  • They are negatively correlated with each other. (correct)
  • They occur randomly without correlation.

    • Which type of psychological contract focuses on broad, open-ended obligations?

  • Formal Contracts
  • Informal Contracts
  • Relational Contracts (correct)
  • Transactional Contracts

    • What is the term for employee beliefs about what they owe the organization?

  • Psychological Contracts (correct)
  • Perceived Organizational Support
  • Employee Commitment
  • Job Satisfaction

    • At which level does self-concept include viewing oneself in terms of personal traits?

    <p>Individual Self</p> Signup and view all the answers

    How is the clarity of self-concept defined?

    <p>The degree to which one's self-concept is clear and stable.</p> Signup and view all the answers

    What does self-enhancement refer to in self-concept?

    <p>Rating oneself above average in various attributes.</p> Signup and view all the answers

    Which of the following describes high consistency in self-concept?

    <p>Similar personality traits across identities.</p> Signup and view all the answers

    What is the motivation behind individuals seeking to increase their self-complexity?

    <p>Self-expansion and growth.</p> Signup and view all the answers

    What primarily motivates affective commitment in employees?

    <p>Emotional attachment to the organization</p> Signup and view all the answers

    Which model suggests that employees with fewer bonds with co-workers are likely to quit the organization?

    <p>Erosion Model</p> Signup and view all the answers

    What is a primary characteristic of continuance commitment?

    <p>Awareness of costs associated with leaving</p> Signup and view all the answers

    Which statement best describes withdrawal behavior?

    <p>Actions intended to avoid work situations</p> Signup and view all the answers

    Affective commitment is most strongly related to which of the following?

    <p>Citizenship behavior</p> Signup and view all the answers

    What can increase an employee's continuance commitment?

    <p>Total investment in work roles</p> Signup and view all the answers

    The focus of commitment can include which of the following?

    <p>Direct management supervision</p> Signup and view all the answers

    What does the Social Influence Model suggest about employees' likelihood to leave an organization?

    <p>Links to co-workers who leave increase the likelihood of leaving</p> Signup and view all the answers

    What does the value-percept theory suggest about job satisfaction?

    <p>Job satisfaction depends on the perceived match between what employees value and what their job provides.</p> Signup and view all the answers

    Which of the following is NOT one of the 'critical psychological states' that make work satisfying?

    <p>Pay satisfaction</p> Signup and view all the answers

    Which core characteristic of Job Characteristics Theory pertains to how diverse a job’s activities are?

    <p>Variety</p> Signup and view all the answers

    What is the primary purpose of job enrichment?

    <p>To expand job duties for increased levels of core job characteristics.</p> Signup and view all the answers

    What is 'growth need strength' in the context of job satisfaction?

    <p>The extent to which employees wish to develop themselves further.</p> Signup and view all the answers

    Which aspect of job satisfaction involves an employee's feelings about how promotions are managed?

    <p>Promotion satisfaction</p> Signup and view all the answers

    What does 'job crafting' refer to?

    <p>The act of reshaping jobs proactively by employees.</p> Signup and view all the answers

    How is dissatisfaction calculated according to the value-percept theory?

    <p>Dissatisfaction = (V want - V have) * V importance</p> Signup and view all the answers

    What contributes to self-efficacy according to the factors shaping expectancy?

    <p>Past accomplishments and vicarious experience</p> Signup and view all the answers

    Which of the following best defines instrumentality in the context of motivation?

    <p>The belief that successful performance will result in some outcomes</p> Signup and view all the answers

    Which need is associated with autonomy and responsibility?

    <p>Control needs</p> Signup and view all the answers

    What is the primary focus of Goal Setting Theory?

    <p>The drivers of effort and performance</p> Signup and view all the answers

    How can financial incentives affect motivation?

    <p>They often have a stronger impact on motivation</p> Signup and view all the answers

    Which outcome is considered 'positively valenced'?

    <p>Outcomes that are associated with critical psychological consequences</p> Signup and view all the answers

    What does intrinsic motivation primarily depend on?

    <p>The sense that task performance is rewarding itself</p> Signup and view all the answers

    Which factor is NOT a component of the expectancy theory?

    <p>Goal setting</p> Signup and view all the answers

    What is one of the main outcomes of specific and difficult goals?

    <p>Maximized intensity of effort</p> Signup and view all the answers

    Which of the following is NOT a strategy for fostering goal commitment?

    <p>Individual assessment</p> Signup and view all the answers

    What does S.M.A.R.T. stand for in goal setting?

    <p>Specific, Measurable, Achievable, Results-based, Time-sensitive</p> Signup and view all the answers

    How do employees evaluate their job inputs according to Equity Theory?

    <p>By creating a mental ledger of outcomes relative to others</p> Signup and view all the answers

    What does equity distress refer to?

    <p>Internal tension from being over-rewarded or under-rewarded</p> Signup and view all the answers

    What role does feedback play in goal commitment?

    <p>It enhances the likelihood of achieving self-set goals.</p> Signup and view all the answers

    Which of the following is NOT included in the inputs employees consider in Equity Theory?

    <p>Experience</p> Signup and view all the answers

    What contributes to the persistence of effort in task performance?

    <p>Self-set goals and feedback</p> Signup and view all the answers

    Study Notes

    Organizational Commitment

    • Organizational Commitment: An employee's desire to stay with their company.
    • Withdrawal Behavior: Actions taken by employees to avoid work situations, ultimately leading to quitting.
    • Forms of Commitment:
      • Affective Commitment: Staying because you want to. Feeling a sense of emotional attachment to the company based on aligning with its values and goals.
      • Continuance Commitment: Staying because you need to. Staying for reasons like investment in the job, lack of other possibilities, or due to the costs associated with leaving.
    • Transactional Contracts: Psychological contracts focused solely on monetary obligations.
    • Relational Contracts: Psychological contracts that focus on open-ended and subjective obligations.
    • Perceived Organizational Support: The belief of an employee that their company values their contribution and well-being.

    Self-Concept

    • Self-Concept: An individual's self-beliefs and self-evaluations, encompassing the current self and the desired ideal self.
    • Self-Concept Levels:
      • Individual: Personal traits.
      • Relational: Connections with others.
      • Collective: Membership in teams or organizations.
    • Self-Concept Characteristics:
      • Complexity: The number of distinct and important roles an individual identifies with.
      • Consistency: Alignment of self-views in terms of personality traits and values.
      • Clarity: The degree to which an individual's self-concept is clear, defined, and stable.
    • Self-Enhancement: Individuals tend to perceive themselves as above average.

    Values

    • Values: Things people consciously or unconsciously seek or strive for.
    • Value-Percept Theory: Job satisfaction is determined by the perceived gap between the values received from a job and the values desired by the employee.
    • Dissatisfaction: (Values Desired - Values Received) * Importance of Value
    • Job Satisfaction Factors:
      • Pay Satisfaction
      • Promotion Satisfaction
      • Supervision Satisfaction
      • Co-worker Satisfaction
      • Satisfaction with the Work Itself

    Satisfaction with the Work Itself

    • Critical Psychological States:
      • Meaningfulness of Work: The perceived importance of tasks, aligning with personal beliefs.
      • Responsibility for Outcomes: Feeling directly responsible for the quality of work output.
      • Knowledge of Results: Awareness of work performance, both positive and negative.
    • Job Characteristics Theory: Combines five core job characteristics to create high levels of satisfaction:
      • Variety (different activities and skills)
      • Identity (completing a whole piece of work)
      • Significance (meaningful impact on society)
      • Autonomy (freedom and discretion)
      • Feedback (knowledge of results)
    • Job Enrichment: Expanding job duties to increase the level of core job characteristics.
    • Job Crafting: Proactively shaping and redefining one's own job.
    • Effort -> Performance -> Outcomes (Valence): Important for Motivation

    Expectancy Theory

    • Expectancy: Belief in the ability to perform a task.
    • Factors Influencing Expectancy:
      • Self-Efficacy: Belief in one's capabilities
      • Past Accomplishments: Success or failure in similar tasks.
      • Vicarious Experience: Observing others.
      • Verbal Persuasion: Encouragement.
      • Emotional Cues
      • Task Requirements Analysis
      • Assessment of Personal and Situational Resources
    • Instrumentality: Belief that successful performance leads to specific outcomes.
    • Valence: The anticipation of the value of outcomes associated with successful performance.

    Needs Based Theories

    • Common Needs in OB:
      • Existence: Physiological and safety needs.
      • Relatedness: Love and belonging.
      • Control: Autonomy and responsibility.
      • Esteem: Self-regard and growth.
      • Meaning: Self-actualization.

    Motivation

    • Extrinsic Motivation: Desire to work due to external factors like pay, bonuses, or benefits.
    • Intrinsic Motivation: Desire to work based on enjoyment, accomplishment, or learning.
    • Financial Incentives: Can have a strong impact on motivation due to their relevance to various needs.
    • Meaning of Money: The symbolic value of money beyond its financial aspect.

    Goal Setting Theory

    • Goal Setting Theory: Views goals as the primary drivers of effort.
    • Specific and Difficult Goals: Stretching employees to reach maximum performance while still attainable.
    • Self-Set Goals: Internalized goals that employees use for self-monitoring.
    • Moderators:
      • Feedback
      • Task Complexity
      • Goal Commitment
    • Strategies for Fostering Goal Commitment:
      • Rewards
      • Publicity
      • Support
      • Participation
      • Resources
    • S.M.A.R.T. Goals:
      • Specific
      • Measurable
      • Achievable
      • Results-Based
      • Time-Sensitive

    Equity Theory

    • Equity Theory: Employees compare their outcomes relative to their inputs with those of others.
    • Equity Distress: Tension caused by feeling over-rewarded or under-rewarded compared to a reference group.

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    Description

    Explore the key concepts of organizational commitment, including affective and continuance commitment, as well as withdrawal behavior. Understand the factors that influence employee retention and the types of psychological contracts in the workplace. Test your knowledge on how perceived organizational support affects employee morale.

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