Work Commitment Theory

Various researchers have defined work commitment as different facets of employee attitudes and psychological attachments within the realm of work (Hackett, Lapierre & Hausdorf, 2001; Blau, Paul St-John, 1993; Randall and Cote, 1991). The work commitments theory has several constructs defined, within with each construct is differentiated by the focus of commitment, such as work, job, organization, profession, supervisor and team (Reichers, 1985; Porter & Steers Methodology, 1982). The current study examined generational differences for the five types of commitment.
Work involvement: Work involvement is a normative belief about the value of work in one's life. It refers to the degree that employees regard work, compared with other activities, …show more content…
Affective commitment means an employee's emotional attachment to, identification with, and involvement in the organization. Employees with a strong affective commitment continue employment with the organization because they want to do so. Continuance commitment refers to an awareness of the costs associated with leaving the organization. Employees whose primary link to the organization is based on continuance commitment remain because they need to do so. Finally, normative commitment reflects a feeling of obligation to continue employment. Employees with a high level of normative commitment feel that they ought to remain with the organization (Meyer and Allen, …show more content…
Both males and females constitute equal % of respondents i.e., 50%-50%in both the cases were males and females respectively. With a pre-validated scale, the work commitment constructs were measured. As per the scales developed by Kanungo (1982), work involvement (6 items) and job involvement (10 items) were measured. Work Group Commitment (6-items) was measured using Randall and Cote’s (1991) scale. Organizational Commitment (Affective, Continuance and Normative) were measured using an 18-item scale developed by Meyer, Allen and Smith