Organizational commitment

Organizational Commitment (Eng. warranty obligation, commitment, dedication ) refers to the extent of the identification of a person with an organization.

Description

The identification, such as a worker and his company can be accomplished in three ways:

• Affective: Emotional connection to an organization; a strong affective commitment manifests itself in such a way that the organization has a great personal meaning for the employee and that the employee will therefore also belong to her future like.
• Normative: Acceptance of the organization values ​​and experienced obligation of the employee to remain in the organization because of " investment made by the organization for the employee (eg education and training ) ." Obligation for ethical and moral reasons.
• Standardised or continued related Commitment: switching costs for leaving the organization (such as the expected value of staying in an organization? ) Also referred to as rational level of organizational commitments.

Importance

Relevant studies have shown positive correlations between commitment and performance, motivation and attendance at work; negative correlations exist between commitment and stress that the intention to leave the company, as well as the actual leaving of the company. Here the importance of commitment is clear. However, only 11 % of workers surveyed by Gallup described as strongly attached to their organization.

Measurement

A classic short questionnaire for the assessment of commitment is the " Organizational Commitment Questionnaire - OCQ ". On a seven -stepped response scale ranging from " strongly disagree " to " strongly agree " while 15 employees appreciate loyalty and commitment to, inter alia, statements a. In the questionnaire of Allen and Meyer ( 1990) are to be evaluated statements associated with each of the three components of commitment ( affective, normative, continuance based ).

Criticism

William W. Bartley criticized Commitment as justifikatorisches adherence to the status quo. There is a widespread metacontext which defines itself through commitment and as a method of positions and institutions merely represent, to get them. This is irrational; Bartley speaks disparagingly of the " Escape to Commitment". Rational, however, was a meta-context, the positions and institutions to create new and improve existing examined.