This essay talks about AFFECTIVE COMMITMENT. One way to understand the differences among the three types of commitment is to ask yourself what you would feel
AFFECTIVE COMMITMENT
AFFECTIVE COMMITMENT One way to understand the differences. Among the three types of commitment is to ask yourself what you would feel if you left the organization.
Consider the reasons listed in the left-hand column of Table 3-1.
What would you feel if, even after taking all those reasons into account. You decided to leave your organization to join another one? Answer: You’d feel a sense of sadness.
Employees who feel a sense of affective commitment identify with the organization, accept that organization’s goals.And values, and are more willing to exert extra effort on behalf of the organization.9 By identifying with the organization, they come to view organizational membership as important to their sense of self.10
something that you feel for your current employer or have felt for a past employer? Check the OB Assessments feature to find out. It’s safe to say that if managers could choose which type of commitment they’d like to instill in their employees, they’d choose affective commitment.
Moreover, when a manager looks at an employee and says “She’s committ” or “He’s loyal,” that manager usually is referring to a behavioral expression of affective commitment.11
For example, employees who are affectively committ to their employer tend to engage in. More interpersonal and organizational citizenship behaviors, such as helping, sportsmanship, and boosterism.
of 22 studies with more than 6,000 participants revealed. A moderately strong correlation between affective commitment and citizenship behavior
.12 (Recall that a meta-analysis averages together results from multiple studies investigating the same relationship.)
Such results suggest that emotionally commit employees express that commitment by “going the extra mile” whenever they can.
Because affective commitment reflects an emotional bond to the organization. It’s only natural that the emotional bonds among coworkers influence it.13
We can, therefore, gain a better understanding of affective commitment if we take a closer look at the bonds that tie employees together.
Those ratings could be use to create a “social network” diagram that summarizes the bonds among employees. Figure 3-3 provides a sample of such a diagram. The lines connecting the 10 members of the work unit represent the communication bonds that tie each of them together, with thicker lines representing more frequent communication with more emotional depth. The diagram illustrates that some employees are “nodes,” with several direct connections to other employees, whereas others remain at the fringe of the network.
Details;
Firstly, be sure
Secondly, be true