Organizational commitment and the new workforce: a review of antecedents, outcomes and relevance
Organizational commitment is an important organizational concept in the study of employee work behavior, especially withdrawal behavior. It was the focus of employee behavioral study for about four decades until in the late 1990s when people began to question the usefulness or the relevancy of the...
Saved in:
主要作者: | |
---|---|
格式: | Article |
語言: | English |
出版: |
Universiti Utara Malaysia
2004
|
主題: | |
在線閱讀: | http://repo.uum.edu.my/271/1/Zakaria_Ismail.pdf http://repo.uum.edu.my/271/ http://ijms.uum.edu.my |
標簽: |
添加標簽
沒有標簽, 成為第一個標記此記錄!
|
id |
my.uum.repo.271 |
---|---|
record_format |
eprints |
spelling |
my.uum.repo.2712010-07-19T07:02:47Z http://repo.uum.edu.my/271/ Organizational commitment and the new workforce: a review of antecedents, outcomes and relevance Ismail, Zakaria HD28 Management. Industrial Management Organizational commitment is an important organizational concept in the study of employee work behavior, especially withdrawal behavior. It was the focus of employee behavioral study for about four decades until in the late 1990s when people began to question the usefulness or the relevancy of the construct especially among the new workforce. This article reviews the concept of organizational commitment, and the development of multiple-dimensional constructs. This article also reviews its antecedents and outcomes. There is a long list of possible antecedents, but these can be categorized into organizational variables (e.g., organizational support, organizational dependability, leadership), job related variables (e.g., job characteristics, empowerment,role conjlict and ambiguity), and individual variables (e.g., age, gender,educational levels). The outcome variables which are consistently related to organizational commitment are turnover intention and absenteeism, and to a certain extent, work performance. The issue of the relevance of commitment was also reviewed, and this paper concludes that it is too early to write off organizational commitment, as recent empirical evidence indicated that organizational commitment is still a useful concept in the study of professionals,and the new workforce. This article suggests that future research in organizational commitment needs to focus especially on organizations undergoing downsizing, mergers and acquisitions, and among the new workforce such as Generation-X employees, knowledge workers, and telecommuters. Universiti Utara Malaysia 2004 Article PeerReviewed application/pdf en http://repo.uum.edu.my/271/1/Zakaria_Ismail.pdf Ismail, Zakaria (2004) Organizational commitment and the new workforce: a review of antecedents, outcomes and relevance. International Journal of Management Studies (IJMS), 11. pp. 1-28. ISSN 0127-8983 http://ijms.uum.edu.my |
institution |
Universiti Utara Malaysia |
building |
UUM Library |
collection |
Institutional Repository |
continent |
Asia |
country |
Malaysia |
content_provider |
Universiti Utara Malaysia |
content_source |
UUM Institutionali Repository |
url_provider |
http://repo.uum.edu.my/ |
language |
English |
topic |
HD28 Management. Industrial Management |
spellingShingle |
HD28 Management. Industrial Management Ismail, Zakaria Organizational commitment and the new workforce: a review of antecedents, outcomes and relevance |
description |
Organizational commitment is an important organizational concept in the study of employee work behavior, especially withdrawal behavior. It was the focus of employee behavioral study for about four decades until in the late
1990s when people began to question the usefulness or the relevancy of the construct especially among the new workforce. This article reviews the concept of organizational commitment, and the development of multiple-dimensional constructs. This article also reviews its antecedents and outcomes. There is a long list of possible antecedents, but these can be categorized into organizational variables (e.g., organizational support, organizational dependability, leadership), job related variables (e.g., job characteristics, empowerment,role conjlict and ambiguity), and individual variables (e.g., age, gender,educational levels). The outcome variables which are consistently related to organizational commitment are turnover intention and absenteeism, and to a certain extent, work performance. The issue of the relevance of commitment was also reviewed, and this paper concludes that it is too early to write off organizational commitment, as recent empirical evidence indicated that organizational commitment is still a useful concept in the study of professionals,and the new workforce. This article suggests that future research in organizational commitment needs to focus especially on organizations undergoing downsizing, mergers and acquisitions, and among the new workforce
such as Generation-X employees, knowledge workers, and telecommuters. |
format |
Article |
author |
Ismail, Zakaria |
author_facet |
Ismail, Zakaria |
author_sort |
Ismail, Zakaria |
title |
Organizational commitment and the new workforce: a review of antecedents, outcomes and relevance |
title_short |
Organizational commitment and the new workforce: a review of antecedents, outcomes and relevance |
title_full |
Organizational commitment and the new workforce: a review of antecedents, outcomes and relevance |
title_fullStr |
Organizational commitment and the new workforce: a review of antecedents, outcomes and relevance |
title_full_unstemmed |
Organizational commitment and the new workforce: a review of antecedents, outcomes and relevance |
title_sort |
organizational commitment and the new workforce: a review of antecedents, outcomes and relevance |
publisher |
Universiti Utara Malaysia |
publishDate |
2004 |
url |
http://repo.uum.edu.my/271/1/Zakaria_Ismail.pdf http://repo.uum.edu.my/271/ http://ijms.uum.edu.my |
_version_ |
1644277753353076736 |
score |
13.209306 |