Residuales organisationales Commitment: Ein konzeptioneller Ansatz zur Erweiterung der Bindungsforschung

Residual organizational commitment: Effects of commitment to previous organizations on current organizational commitment

Sascha Alexander Ruhle () and Heiko Breitsohl ()
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Sascha Alexander Ruhle: Bergische Universität Wuppertal
Heiko Breitsohl: Bergische Universität Wuppertal

No sdp12007, Schumpeter Discussion Papers from Universitätsbibliothek Wuppertal, University Library

Abstract: Organizational commitment of employees towards their employer is highly relevant for both the committed individual as well as the organization. Positive effects on task performance and job satisfaction as well as the reduction of absenteeism and turnover increase organizational competitiveness. Despite extensive research efforts, details of the development of OC remain largely unexplored, particularly with regards to differences at the person level. The aim of this paper is to deduce propositions on the role of residual commitment within this context. Based on the assumption that commitment does not necessarily end when organizational membership does, we posit that residual affective and residual normative commitment towards former organizations form competitive relationships with current commitment. Closer investigation of such parallel commitments may help explain inconclusive results of earlier studies investigating antecedents of OC. Finally, implications for research o n organizational commitment and socialization will be discussed.

Keywords: organizational commitment; three component model; turnover (search for similar items in EconPapers)
JEL-codes: M12 M5 (search for similar items in EconPapers)
Pages: 38
Date: 2012-09
New Economics Papers: this item is included in nep-ger
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