Meyer and Allen (1991) further characterize organizational commitment as affective
commitment, continuance commitment, and normative commitment. The first one is
the relative strength of an individual’s identification with and involvement in a
particular organization. Second, continuance commitment is the willingness to remain
in an organization because of the employee’s non-transferable investment. The last one
is the commitment that a person believes that they have to the organization or their
feeling of obligation to their workplace.
Although these commitment dimensions have been explored empirically, most
studies based on meta-analytic findings focus on affective commitment (Mathieu and
Zajac, 1990; Tett and Meyer, 1993). This study therefore focuses on affective
commitment.
In Chiang and Jang’s (2008) study, organizational commitment refers to an
individual’s attachment to, loyalty to, and identification with the organization.
Organizational commitment can be categorized as work attitude, namely, the extent to
which subordinates recognize certain organizational goals and tend to maintain
relationships with organizational members (Erkutlu, 2008). Organizational
commitment in this study is defined as an individual’s recognition of and
willingness to contribute to organizational values and goals, which leads to a sense
of identification and intention to stay with the organization.
Meyer and Allen (1991) further characterize organizational commitment as affective
commitment, continuance commitment, and normative commitment. The first one is
the relative strength of an individual’s identification with and involvement in a
particular organization. Second, continuance commitment is the willingness to remain
in an organization because of the employee’s non-transferable investment. The last one
is the commitment that a person believes that they have to the organization or their
feeling of obligation to their workplace.
Although these commitment dimensions have been explored empirically, most
studies based on meta-analytic findings focus on affective commitment (Mathieu and
Zajac, 1990; Tett and Meyer, 1993). This study therefore focuses on affective
commitment.
In Chiang and Jang’s (2008) study, organizational commitment refers to an
individual’s attachment to, loyalty to, and identification with the organization.
Organizational commitment can be categorized as work attitude, namely, the extent to
which subordinates recognize certain organizational goals and tend to maintain
relationships with organizational members (Erkutlu, 2008). Organizational
commitment in this study is defined as an individual’s recognition of and
willingness to contribute to organizational values and goals, which leads to a sense
of identification and intention to stay with the organization.
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