Question

Chapter Organization commitment(Organizations behaviors)

1 What factors influence the different commitment components and what can organizations due to impact the different components of commitment?
2) The textbook talked about how organizations can rely on social network analyses to predict employee attitudes and behaviors:
a. What does the erosion model tell us about who is most likely to leave an organization?
b. What does the social influence model tell us about who is most likely to leave an organization?

Answer 1

1. The factors which influence the different commitment components are:

- A powerful urge to be a member of the association;

- A solid faith in, and acknowledgment of, the qualities and objectives of the association

- An availability to apply impressive exertion for the benefit of the association

Affective Commitment: Affective commitment identifies with how much workers need to remain at their association. On the off chance that a worker is affectively dedicated to their association, it implies that they need to remain at their association. They regularly relate to the hierarchical objectives, feel that they fit into the association and are happy with their work. Workers who are affectively dedicated feel esteemed, go about as representatives for their association and are commonly extraordinary resources for associations.

- Continuance commitment: Continuance commitment identifies with how much workers want to remain at their association. In representatives that are duration dedicated, the basic purpose behind their responsibility lies in their need to remain with the association. Conceivable purposes behind expecting to remain with associations fluctuate, yet the fundamental reasons identify with an absence of work options, and compensation.

A genuine case of Continuance commitment is when workers want to remain with their association in light of the fact that their compensation and incidental advantages won't improve in the event that they move to another association. Such precedents can turn into an issue for associations as representatives that are continuance committed may end up disappointed (and withdrew) with their work but then, are reluctant to leave the association.

- Normative commitment: Normative commitment identifies with how much workers feel they should remain at their association. Representatives that are normatively committed for the most part feel that they should remain at their associations. Normatively committed workers feel that leaving their association would have grievous results, and feel a feeling of blame about the likelihood of leaving.

Purposes behind such blame shift, however, are regularly worried about representatives feeling that in leaving the association they would make a void in information/aptitudes, which would in this way increment the weight on their partners. Such emotions can, and do, adversely impact the execution of representatives working in associations.

2. a. The erosion model tells us that employees with fewer bonds will be most likely to leave an organization.

b. The social influence model tells us that employees who have a direct linkage with the "leaves" will be most likely to leave an organization.