An effective way for organizations to foster affective commitment is through improving salary and benefits packages.
Financial initiatives like salary and benefits foster continuance commitment rather than affective commitment among employees. Affective commitment results from increasing the bonds that link employees together.
Affective Commitment: An employee’s desire to remain a member of an organization due to a feeling of emotional attachment.
Which of the following terms refers to the desire on the part of an employee to remain a member of the organization?
- organizational efficacy
- organizational control
- organizational efficiency
- organizational commitment
- organizational effectiveness
Organizational commitment is defined as the desire on the part of an employee to remain a member of the organization. Organizational commitment influences whether an employee stays a member of the organization (is retained) or leaves to pursue another job (turns over).
Organizational Commitment: An employee’s desire to remain a member of an organization.
Lucy has a good job she likes, and she is always striving to please her boss. This behavior is a result of
- self-maintenance.
- employee attrition.
- normative commitment.
- organizational satisfaction.
- organizational commitment.
Organizational commitment is defined as the desire on the part of an employee to remain a member of the organization.
Organizational Commitment: An employee’s desire to remain a member of an organization.
Which of the following is one of the three types of organizational commitment?
- reactive commitment
- associative commitment
- normative commitment
- proactive commitment
- distributive commitment
The three types of organizational commitment are affective commitment, continuance commitment, and normative commitment.
Normative Commitment: An employee’s desire to remain a member of an organization due to a feeling of obligation.
Chloe loves her job, admires her boss, and believes in the goals and vision of the company she works for. She cannot imagine looking for or finding a better job. Chloe most likely is demonstrating
- a high level of organizational commitment.
- a normative level of organizational commitment.
- high job performance.
- low job performance.
- withdrawal behaviors.
Chloe is likely exhibiting high levels of organizational commitment. "Normative" is only one type of organizational commitment. Someone with high levels of organizational commitment could exhibit any level of performance from high to low.
Organizational Commitment: An employee’s desire to remain a member of an organization.
________ commitment is defined as a desire to remain a member of an organization because of an awareness of the costs associated with leaving it.
- Continuance
- Affective
- Associative
- Normative
- Situational
Continuance commitment exists when there is a profit associated with staying and a cost associated with leaving an organization. Continuance commitment involves staying with an organization because you need to.
Compliance: When targets of influence are willing to do what the leader asks but do it with a degree of ambivalence.
Maddie has been working as the creative head at Juno Designs for the past 25 years. Although she likes her job, she has begun to feel like she is in a creative slump and has been considering leaving to start her own company. Maddie will be eligible for retirement in five years. After discussing it with her husband, she decides that leaving now would be a mistake. After she retires, she will reconsider the idea of starting her own company. This is an example of ________ commitment.
- continuance
- affective
- ethical
- normative
- associative
Continuance commitment is defined as a desire to remain a member of an organization because of awareness of the costs associated with leaving it.
Compliance: When targets of influence are willing to do what the leader asks but do it with a degree of ambivalence.
Research suggests that the continued participation of Baby Boomers in the workforce will subtract a significant amount from the U.S. economic output.
Research suggests that the continued participation of Baby Boomers in the workforce could add $3 trillion to the U.S. economic output.
"Citizens" are one of the four types of employees based on the degree of organizational commitment and task performance. "Citizens" are likely to respond to negative events with ________ because they may not have the credibility needed to inspire change but possess the desire to remain a member of the organization.
- loyalty
- exit
- neglect
- voice
- ignorance
Citizens are likely to respond to negative events with loyalty because they may not have the credibility needed to inspire change but possess the desire to remain a member of the organization. You can spot citizens by looking for the people who do the little things like showing around new employees, picking up birthday cakes, ordering new supplies when needed, and so forth.
Loyalty: A passive response to a negative work event in which one publicly supports the situation but privately hopes for improvement.
Which of the following terms refers to a passive, destructive response in which interest and effort in the job decline?
- exit
- loyalty
- voice
- ignorance
- neglect
Neglect is defined as a passive, destructive response in which interest and effort in the job decline.
Neglect: A passive, destructive response to a negative work event in which one’s interest and effort in work decline.
Employees that possess high commitment and high performance and are held up as role models for other employees are
- dogs.
- apathetics.
- stars.
- lone wolves.
- citizens.
Stars possess high commitment and high performance and are held up as role models for other employees.
Stars: Employees with high commitment levels and high task performance levels who serve as role models within the organization.
________ is strongly correlated with lower levels of psychological and physical withdrawal.
- Organizational commitment
- Financial commitment
- Perception of support
- Active socialization
- Educational support
Organizational support represents the organization's commitment to its employees. A meta-analysis of 42 research studies with almost 12,000 participants revealed that perceptions of support are strongly related to organizational commitment. That same review showed that perceptions of support are associated with lower levels of psychological and physical withdrawal.
Jaseem likes his job in the bookkeeping department at German Trucking, Inc., but mainly considers it a way to make good money while he pursues his musical career. He is never absent and rarely late, and he gives work his full attention while he is there, but he does not socialize much with the other employees. Jaseem's attitude indicates that he has a(n) ________ contract with his employer.
- opportunistic
- psychological
- transactional
- relational
- normative
Some employees develop transactional contracts that are based on a narrow set of specific monetary obligations (e.g., the employee owes attendance and protection of proprietary information; the organization owes pay and advancement opportunities).
Transactional Contracts: Psychological contracts that focus on a narrow set of specific monetary obligations.
Wythe Pharmaceuticals recently merged with a large multinational company, Valence Group. The new management made many changes. They decided to move the bulk of manufacturing overseas and cut the marketing department in half. They also restructured the research and development branch. The result was massive reorganization at every level, along with major downsizing that affected almost 20 percent of the Wythe workforce. Due to the downsizing, Hugh and Deanna lost their jobs, but their colleague Eloise was able to keep hers. Which statement about the friends is most likely True two months later?
- Hugh and Deanna experienced a marked increase in depression, even though both quickly found new jobs.
- Eloise experienced a lower level of affective commitment, but her level of normative commitment stayed about the same.
- Because Eloise had to take on new job duties as a result of the changes, her level of organizational commitment increased.
- Hugh and Deanna, in new jobs, experienced less work-related stress overall than Eloise, who felt depressed by the changes.
- Eloise, as one of the survivors, was happier overall, while Hugh and Deanna were still dealing with the psychological fallout.
Why doesn't downsizing tend to work? One reason revolves around the organizational commitment levels of the so-called survivors. The employees who remain in the organization after a downsizing are often stricken with "survivor syndrome," characterized by anger, depression, fear, distrust, and guilt. One study found that downsizing survivors actually experienced more work-related stress than did the downsizing victims who went on to find new employment.
Stress: The psychological response to demands when there is something at stake for the individual, and where coping with these demands would tax or exceed the individual’s capacity or resources.
Ian and Ubed are engineers at Seedling Laboratories. Ubed comments that during a conversation with his neighbor Nick the other day, Nick expressed a common stereotype about foreign employees. What did Nick say?
- that most immigrants in the United States are in service-related jobs or in blue-collar positions
- that less than a quarter of the scientists and mathematicians in the U.S. are foreign-born
- that many of the most educated employees, particularly in STEM, come from abroad
- that fewer Americans are working as expatriates in foreign countries than in the past
- that because of globalism, being an expatriate is less stressful than most people think
As the economy continues to become more global, U.S. businesses face another important form of diversity: More and more employees are foreign-born. Although stereotypes view immigrants as staffing blue-collar or service jobs, many of the most educated employees come from abroad. Consider that half of the PhDs working in the United States are foreign-born, as are 45 percent of the physicists, computer scientists, and mathematicians.
Service Work: Providing a service that involves direct verbal or physical interactions with customers.