Title Darbuotojo įsipareigojimo organizacijai koncepto tipologijos ir dimensionalumas /
Translation of Title Typologies and dimensionality of concept of employee’s organizational commitmentt.
Authors Kavaliauskienė, Žaneta
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Is Part of Ekonomika ir vadyba: aktualijos ir perspektyvos.. Šiauliai : VšĮ Šiaulių universiteto leidykla. 2011, Nr. 2, p.6-14.. ISSN 1648-9098
Keywords [eng] employee’s organizational commitment ; calculative commitment ; moral commitment ; alienative commitment ; cohesion commitment ; continuance commitment ; control commitment
Abstract [eng] The changing nature of the practice in terms of employment and increased opportunities for qualified employees to anchor in job markets acceptable to them have given the concept of an employee’s organizational commitment especially much attention from organizational researchers latterly. In general an employee’s commitment to the organization is perceived as a force binding an individual with some particular tasks in a particular organization and appearing through the different forms and dimensions, revealing various reasons that motivate people, provide meaning to their lives, and enhance to make a move or to continue it. The article deals with the overview of the principal types of an employee’s organizational commitment and the models revealing dimensionality of the phenomenon. To verify the research there were used general methods of scientific research, such as scientific literature analysis and synthesis. One of the early contributions to understanding how commitment arises revealed the importance of the ways that organizational members are involved in the organization as a power system. Etzioni (1961) proposed three forms of involvement: moral (a highly positive involvement in the organization stemming from internalization of organizational norms), calculative (a mild positive or negative involvement in the organization representing a relationship with an organization based on a notion of exchange in which members evaluate the trade-off between what they give to the organization and what the organization gives or offers in return) and alienative (a negative involvement arising when behaviour is severely constrained, perhaps through enforced membership of an organization or society such as a prison or military organization). [...].
Published Šiauliai : VšĮ Šiaulių universiteto leidykla
Type Journal article
Language Lithuanian
Publication date 2011