This essay focuses on Overall Organizational Commitment. My salary and benefits get us a nice house in our town . . . the cost of living is higher in this new area
like the atmosphere at my current job . . . it’s fun and relaxed. My salary and benefits get us a nice house in our town . . . the cost of living is higher in this new area. My organization gave me my start . . .
they hired me when others thought I wasn’t qualified. My current job duties are very rewarding . . . I enjoy coming to work each morning. The school system is good here, my spouse has a good job . . . we’ve really put down roots where we are.
My employer has helped me out of a jam on a number of occasions . . . how could I leave now? Staying because you want to. Staying because you need to. because you ought to. Final PDF to printer 64 CHAPTER 3 Organizational Commitment coL27660_ch03_060-090.indd 64 10/11/17 08:40 AM FIGURE 3-2
Drivers of Overall Organizational Commitment Normative Commitment Aective Commitment Continuance Commitment OVERALL ORGANIZATIONAL COMMITMENT Felt in Reference to One’s: Company Top Management Department Manager Work Team Specific Coworkers As shown in Figure 3-2, the
combine to create an overall sense of psychological attachment to the company. Of course, different people may weigh the three types differently. Some employees may be very rational and cautious by nature, focusing primarily on continuance commitment when evaluating their overall desire to stay.
Other employees may be more emotional and intuitive by nature, going more on “feel” than a calculated assessment of costs and benefits. The importance of the three commitment types also may vary over the course of a career. For example, you might prioritize affective reasons early in your work life before shifting your attention to continuance reasons as you start a family or become more established in a community.
Regardless of how the three types are prioritized, however, they offer an important insight into why someone might be committed and what an organization can do to make employees feel more committed. Figure 3-2 also shows that organizational commitment depends on more than just “the organization.”
That is, people aren’t always committed to companies; they’re also committed
Firstly, be sure
Secondly, be true
Lastly, be honest