Professors Thomas Becker and Robert Eisenberger University of Delaware

Game plan Study 1: Stability of individual commitment (15) Study 2: Perceived organizational support (15) Brief summary of potential research methods (5) Potential benefits to you and us (15) Q&A (10)

Employee commitment Commitment: the bonds employees have to their workplace. Links to attitudes such as job satisfaction, goal acceptance, and engagement. Effects on performance and organizational citizenship behaviors (OCB). Effects on withdrawal (absenteeism, tardiness, and turnover) and counter- productivity (e.g., theft).

Study 1 goals and background Goal 1: assess to what extent commitment varies within employees, and why. Goal 2: determine how this affects performance and withdrawal. Previous work has focused only on differences in commitment across people. But an individual’s commitment may vary (e.g., due to mood or life events).

Example of stable and unstable commitment and performance

Potential benefits of understanding commitment stability Enhanced capacity to hire people who will consistently perform well and engage in OCB. Greater ability to design workplaces that retain the best employees and discourage counter-productivity.

Examples Prediction of an applicant’s commitment and performance will be more accurate for those candidates who have more stable self-esteem and are less moody. The negative effects of self-esteem instability and moodiness will be less when managers build a climate that promotes self-confidence and positive moods in employees (e.g., via fun, humor).

Sample study design At Time 1 measure: Internal influences (employees) Work climate (managers) At Time 2 measure: Level and variation in commitment (employees) Employee performance and withdrawal (managers).

Options for measuring commitment variation Use self-report scale (e.g., “My commitment to the organization changes from time-to-time”). Measure level of commitment at multiple times (e.g., three times over the course of a year).

Summary Employees likely differ in the degree and frequency to which their commitment varies over time. This has important practical implications for work behavior and HR practices. We can collaborate on details of the study design. Bob will discuss what you get in terms of a report...

Overview of research methods Employees complete surveys at one or more central locations. Researchers administer and collect data. Employees paid while participating. Time: 30 to 60 minutes, depending on what you wish to have measured. Managers complete information on performance and related behavior, probably at their work site. Data collected at two or more points in time (preferably).