Commitment in an organizational context: a SET-theoretic approach that provides management tools

IF 1.6 Q2 Business, Management and Accounting Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2021-07-05 DOI:10.1108/ebhrm-02-2021-0028
C. Curado, Helena Mateus Jerónimo, P. Henriques, Marta Tavares
{"title":"Commitment in an organizational context: a SET-theoretic approach that provides management tools","authors":"C. Curado, Helena Mateus Jerónimo, P. Henriques, Marta Tavares","doi":"10.1108/ebhrm-02-2021-0028","DOIUrl":null,"url":null,"abstract":"PurposeGrounded on the social exchange theory (SET), this paper aims to analyze the different networks of conditions that lead to the presence and absence of total commitment, in its affective, continuance and normative dimensions. Six conditions – competencies development, empowerment, work-family conflict, trust, transformational leadership and seniority – are studied to explore and explain the exchanges and reciprocity relationships between organizations and employees.Design/methodology/approachUsing a sample of 546 employees from Portuguese large companies, the study uses the fuzzy-set qualitative comparative analysis (fsQCA) to explore how causal conditions jointly link to the outcome of organizational commitment.FindingsThe results show more causal configurations leading to the most favorable dimensions of commitment (affective, normative and the absence of continuance commitment), which is a positive sign for organizations. Employees' seniority stands out in all types of commitment, reflecting the affective and emotional themes in Portuguese culture.Originality/valueThis study makes an original contribution to the literature on organizational commitment by showing the alternative complementarity of the conditions in the context of the SET, only possible through fsQCA. It also provides inputs for practitioners who can adopt strategies and measures to develop the paths that lead to successful outcomes (presence of commitment) and avoid those that lead to undesired ones (absence of commitment).","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6000,"publicationDate":"2021-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Evidence-based HRM-A Global Forum for Empirical Scholarship","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1108/ebhrm-02-2021-0028","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"Business, Management and Accounting","Score":null,"Total":0}
引用次数: 0

Abstract

PurposeGrounded on the social exchange theory (SET), this paper aims to analyze the different networks of conditions that lead to the presence and absence of total commitment, in its affective, continuance and normative dimensions. Six conditions – competencies development, empowerment, work-family conflict, trust, transformational leadership and seniority – are studied to explore and explain the exchanges and reciprocity relationships between organizations and employees.Design/methodology/approachUsing a sample of 546 employees from Portuguese large companies, the study uses the fuzzy-set qualitative comparative analysis (fsQCA) to explore how causal conditions jointly link to the outcome of organizational commitment.FindingsThe results show more causal configurations leading to the most favorable dimensions of commitment (affective, normative and the absence of continuance commitment), which is a positive sign for organizations. Employees' seniority stands out in all types of commitment, reflecting the affective and emotional themes in Portuguese culture.Originality/valueThis study makes an original contribution to the literature on organizational commitment by showing the alternative complementarity of the conditions in the context of the SET, only possible through fsQCA. It also provides inputs for practitioners who can adopt strategies and measures to develop the paths that lead to successful outcomes (presence of commitment) and avoid those that lead to undesired ones (absence of commitment).
查看原文
分享 分享
微信好友 朋友圈 QQ好友 复制链接
本刊更多论文
组织环境中的承诺:一种提供管理工具的set理论方法
目的以社会交换理论(SET)为基础,从情感、持续和规范三个维度分析导致完全承诺存在和不存在的不同条件网络。六个条件-能力发展,授权,工作-家庭冲突,信任,变革型领导和资历-研究探索和解释组织和员工之间的交流和互惠关系。设计/方法/方法本研究以葡萄牙大公司的546名员工为样本,采用模糊集定性比较分析(fsQCA)来探讨因果条件如何共同与组织承诺的结果相关联。研究结果表明,更多的因果配置导致了最有利的承诺维度(情感承诺、规范承诺和无持续承诺),这对组织来说是一个积极的信号。员工的资历在所有类型的承诺中都很突出,反映了葡萄牙文化中的情感和情感主题。原创性/价值本研究通过显示SET背景下条件的替代性互补性,对组织承诺的文献做出了原创性贡献,只有通过fsQCA才能实现。它还为从业者提供了输入,他们可以采用策略和措施来开发导致成功结果的路径(承诺的存在),并避免导致不希望的结果(缺乏承诺)。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
求助全文
约1分钟内获得全文 去求助
来源期刊
CiteScore
2.70
自引率
6.20%
发文量
39
期刊最新文献
Do employees involved in career accidents experience greater work engagement? The moderating role of job resources Healthy employees are assets: a structural model based on individual and organizational characteristics for hotel employee well-being The moderating effects of positive thinking on the relationship between job stress and turnover intention Extending training predictors link with training transfer through mediation of motivation Impacts of knowledge-based HRM, knowledge sharing and perceived organizational supports on innovation performance: a moderated-mediation analysis
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
现在去查看 取消
×
提示
确定
0
微信
客服QQ
Book学术公众号 扫码关注我们
反馈
×
意见反馈
请填写您的意见或建议
请填写您的手机或邮箱
已复制链接
已复制链接
快去分享给好友吧!
我知道了
×
扫码分享
扫码分享
Book学术官方微信
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术
文献互助 智能选刊 最新文献 互助须知 联系我们:info@booksci.cn
Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。
Copyright © 2023 Book学术 All rights reserved.
ghs 京公网安备 11010802042870号 京ICP备2023020795号-1