1. McGraw-Hill/Irwin
Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved.

2. Learning Goals
What is organizational commitment? What is withdrawal behavior? How are the two connected?
What are the three types of organizational commitment, and how do they differ?
What are the four primary responses to negative events at work?
What are some examples of psychological withdrawal? Of physical withdrawal? How do the different forms of withdrawal relate to each other?
What workplace trends are affecting organizational commitment in today’s organizations?
How can organizations foster a sense of commitment among employees?

3. Organizational Commitment
Employees who are not committed to their organizations engage in withdrawal behavior.

4. Organizational Commitment and Employee Withdrawal
Figure 3-1

5. Discussion Question
What creates a desire to remain a member of an organization?

6. Types of Commitment Affective commitment Continuance commitment
Normative commitment
Focus of commitment

7. Three Types of Organizational Commitment
Table 3-1

8. Drivers of Overall Organization Commitment
Figure 3-2

9. Affective Commitment
Employees who feel a sense of affective commitment identify with the organization, accept that organization’s goals and values, and are more willing to exert extra effort on behalf of the organization.

10. A Social Network Diagram
The erosion model
The social influence model
Figure 3-3

11. Continuance Commitment
Continuance commitment exists when there is a profit associated with staying and a cost associated with leaving.
Tends to create a more passive form of loyalty.

12. Embeddedness and Continuance Commitment
OB on Screen
The Firm

13. Embeddedness and Continuance Commitment, Cont’d
Table 3-2

14. Normative Commitment Normative commitment
The sense that people should stay with their current employers may result from personal work philosophies or more general codes of right and wrong developed over the course of their lives.
Build a sense of obligation-based commitment among employees.

15. Discussion Questions
Which type of organizational commitment (affective, continuance, or normative) do you think is most important to the majority of employees?
Which do you think is most important to you?

16. Withdrawal Behaviors
Exit
Voice
Loyalty
Neglect

17. Four Types of Employees
Task Performance
High Low
Stars
Citizens
Lone Wolves
Apathetics
Organizational Commitment
Low High
Table 3-3

18. Task Performance and Organizational Commitment
Stars
Citizens
Lone wolves
Apathetics

19. Discussion Questions How big of a problem is psychological withdrawal?
Is withdrawal always bad?

20. Psychological Withdrawal
Psychological withdrawal consists of actions that provide a mental escape from the work environment. (“warm-chair attrition”)
Daydreaming
Socializing
Looking busy
Moonlighting
Cyberloafing

21. Physical Withdrawal
Physical withdrawal consists of actions that provide a physical escape, whether short term or long term, from the work environment.
Tardiness
Long breaks
Missing meetings
Absenteeism
Quitting

22. Psychological and Physical Withdrawal
Figure 3-4

23. Psychological and Physical Withdrawal, Cont’d
Independent forms model
Compensatory forms model
Progression model

24. What Does It Mean to Be a “Committed” Employee?
Figure 3-5

25. Workplace Trends that Affect Commitment
Diversity of the workforce
The change in employee–employer relationships brought about by a generation of downsizing makes it more challenging to retain valued employees.

26. Maximizing Organizational Commitment
From an affective commitment perspective, employer strategies could center on increasing the bonds that link employees together.
From a continuance commitment perspective, the priority should be to create a salary and benefits package that creates a financial need to stay.

27. Maximizing Organizational Commitment, Cont’d
From a normative commitment perspective, the employer can provide various training and development opportunities for employees.
If withdrawal behaviors occur, stop the progression in its early stages by trying to root out the source of the reduced commitment.

28. Takeaways
Commitment and withdrawal are negatively related to each other—the more committed an employee is, the less likely he or she is to engage in withdrawal.
There are three types of organizational commitment.
Affective commitment occurs when an employee wants to stay and is influenced by the emotional bonds between employees.
Continuance commitment occurs when an employee needs to stay and is influenced by salary and benefits and the degree to which he or she is embedded in the community.
Normative commitment occurs when an employee feels that he or she ought to stay and is influenced by an organization investing in its employees or engaging in charitable efforts.

29. Takeaways, Cont’d
Employees can respond to negative work events in four ways.
Exit is a form of physical withdrawal in which the employee either ends or restricts organizational membership.
Voice is an active and constructive response by which employees attempt to improve the situation.
Loyalty is passive and constructive; employees remain supportive while hoping the situation improves on its own.
Neglect is a form of psychological withdrawal in which interest and effort in the job decreases.

30. Takeaways, Cont’d
Consistent with the progression model, withdrawal behaviors tend to start with minor psychological forms before escalating to more major physical varieties.
Psychological withdrawal examples include daydreaming, socializing, looking busy, moonlighting, and cyberloafing.
Physical withdrawal examples include tardiness, long breaks, missing meetings, absenteeism, and quitting.
The increased diversity of the workforce can reduce commitment if employees feel lower levels of affective commitment or less embedded in their current jobs. The employee–employer relationship can reduce affective and normative commitment, making it more of a challenge to retain talented employees.