When normative commitment leads to lower well-being and reduced performance
| Autor: | Karim Mignonac, Christian Vandenberghe, Caroline Manville |
|---|---|
| Přispěvatelé: | HEC Montréal (HEC Montréal), Centre de Recherche en Management (CRM), Institut d'Administration des Entreprises - Toulouse (IAE)-Centre National de la Recherche Scientifique (CNRS)-Université Toulouse 1 Capitole (UT1), Université Fédérale Toulouse Midi-Pyrénées-Université Fédérale Toulouse Midi-Pyrénées |
| Jazyk: | angličtina |
| Rok vydání: | 2015 |
| Předmět: |
Strategy and Management media_common.quotation_subject 050109 social psychology Context (language use) Affective events theory Organizational commitment Developmental psychology Arts and Humanities (miscellaneous) Management of Technology and Innovation 0502 economics and business Loyalty 0501 psychology and cognitive sciences Obligation Emotional exhaustion media_common 05 social sciences General Social Sciences Job performance Well-being [SHS.GESTION]Humanities and Social Sciences/Business administration Psychology Social psychology 050203 business & management |
| Zdroj: | Human Relations Human Relations, SAGE Publications, 2015, 68 (5), pp.843-870. ⟨10.1177/0018726714547060⟩ |
| ISSN: | 0018-7267 |
| DOI: | 10.1177/0018726714547060⟩ |
| Popis: | International audience; Normative commitment, or employees’ loyalty to their organization based on a sense of obligation, has received less attention than affective and continuance commitment. Building on recent work suggesting that normative commitment’s meaning is influenced by the within-person context provided by the other components of commitment, we theorized that normative commitment would be experienced as externally driven, hence detrimental to well-being and performance, when few alternatives commitment, a sub-component of continuance commitment, is high. Based on two independent samples (Ns = 366 and 100), Study 1 found normative commitment to be more positively related to emotional exhaustion and psychological distress at high levels of few alternatives commitment. Study 2 (N = 187) found normative commitment to be less positively related to job performance when few alternatives commitment was high. Implications of these findings for our understanding of normative commitment’s workings are highlighted. |
| Databáze: | OpenAIRE |
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