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
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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).
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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)。
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CiteScore
2.70
自引率
6.20%
发文量
39
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