AFM 280: Organizational Behaviour, Chapter 3: Organizational Commitment Daryl Deebrah May 5, 2014
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Key Terms

Organizational Commitment: An employee’s desire to remain a member of an organization (affective, continuance, normative).

Affective Commitment: An employee’s desire to remain a member of an organization due to a feeling of emotional attachment.

Continuance Commitment: An employee’s desire to remain a member of an organization due to awareness of the costs of leaving.

Normative Commitment: An employee’s desire to remain a member of an organization due to a feeling of obligation.

Focus of Commitment: The people, places, and things that inspire a desire to remain a member of an organization.

Erosion Model: A model that suggests that employees with fewer bonds with co-workers are more likely to quit the organization.

Social Influence Model: A model that suggests that employees with direct linkages to co-workers who leave the organization will themselves become more likely to leave.

Embeddedness: An employee’s connection to and sense of fit in the organization and community.

Four primary responses to negative events at work (exit, voice, loyalty, neglect)
Exit: A response to a negative work event in which one becomes often absent from work or voluntarily leaves the organization.

Voice: A response often in reaction to a negative work event, in which an employee offers constructive suggestions for change.

Loyalty: A passive response to a negative work event in which one publicly supports the situation but privately hopes for improvement.

Neglect: A passive, destructive response to a negative work event in which one’s interest and effort in work decline.

Withdrawal Behaviour: Employee actions that are intended to avoid work situations (Psychological and Physical Withdrawal).

Psychological Withdrawal: Mentally escaping the work environment (Daydreaming, Socializing, Looking Busy, Moonlighting, Cyberloafting).

Daydreaming: A form of psychological withdrawal in which one’s work is interrupted by random thoughts or concerns.

Socializing: A form of psychological withdrawal in which one verbally chats with co-workers about non-work topics.

Looking Busy: A form of psychological withdrawal in which one attempts to appear consumed with work when not performing actual work tasks.

Moonlighting: A form of psychological withdrawal in which employees use work time and resources to do non-work related activities.

Cyberloafting: A form of psychological withdrawal in which employees surf the internet, e-mail, and instant message to avoid doing work-related activities.

Physical Withdrawal: A physical escape from the work environment (Tardiness, Long Breaks, Missing Meetings, Absenteeism, Quitting).

Tardiness: A form of physical withdrawal in which employees arrive late to work or leave early.

Long Breaks: A form of physical withdrawal in which employees take longer-than-normal lunches or breaks to spend less time at work.

Missing Meetings: A form of physical withdrawal in which employees neglect important work functions while away from the office.

Absenteeism: A form of physical withdrawal in which employees do not show up for an entire day of work.

Quitting: A form of physical withdrawal (well no shit Sherlock) in which employees voluntarily leave the organization.

Independent Forms Model: A model that predicts that the various withdrawal behaviours are uncorrelated, so that engaging in one type of withdrawal has little bearing on engaging in other types (independent, no correlation).

Compensatory Forms Model: A model indicating that the various withdrawal behaviours are negatively correlated, so that engaging in one type of withdrawal makes one less likely to engage in other types. (negative correlation).

Profession Model: A model indicating that the various withdrawal behaviours are positively correlated, so that engaging in one type of withdrawal makes one more likely to engage in other