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...

全面介紹

Saved in:
書目詳細資料
主要作者: Ismail, Zakaria
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