Job involvement, organizational commitment, professional commitment, and team commitment

Abstract

Purpose – The purpose of this paper is to examine the relationship among job involvement, organizational commitment, team commitment and professional commitment and to explore generational differences for these variables. Design/methodology/approach – It used structured questionnaire survey approach for which data were collected from 477 full-time employees of 13 organizations from diverse sectors in India. Respondents were categorized into four generational cohorts following the classification reported in Robbins et al. (2011). Findings – The findings of the study indicated that professional commitment is negatively related with job involvement, affective organizational commitment, normative organizational commitment, and team commitment. Job involvement, affective and normative organizational commitment, and team commitment were positively correlated. Differences were observed among Generation Y, Generation X, Liberals, and Socialist for job involvement, affective organizational commitment, normative organizational commitment, professional commitment, and team commitment. Generation Y, for example, was found high in professional commitment, while Socialist were found higher on affective organizational commitment compared to other generations. Practical implications – Findings suggests that there is a decrease in job involvement, affective organizational commitment, normative organizational commitment, and increase in professional commitment in young generations. Organizations need to take consideration this while designing the HR policies for employees’ engagement. Originality/value – The contribution of the study lies in examining the employees’ attitude to different dimensions of work life and differences among Indian generations.

An Integrated Model of Job Involvement, Job Satisfaction and Organizational Commitment: A Structural Analysis in Jordan’s Banking Sector

“…Though [45] pointed to the similarity of the constructs of job involvement and organizational commitment as both are associated with worker's identification with the job experience; however, the two constructs differ. Job involvement is more associated with identification with worker's immediate job activities while organizational commitment is more associated with worker's attachment to the organization [44].…”

A study on the differences of entrepreneurship potential among generations

“…The studies show that, X generation is committed to its organization and job satisfaction is high, turnover intention is low whereas Y generation is not committed and because of that organizational commitment and job satisfaction are low, turnover intention is high. On the other hand, researchers such as Nelson (2012) and Singh and Gupta (2015) could not define a meaningful difference between organizational commitments of the generation.…”

Organizational trust and normative commitment

“…Team commitment is defined as psychological trust of team members to the team. It is similar to organisational commitment, but concerns a team, not the whole organisation the team is a part of [Singh and Gupta 2015, pp. 1192-1211.…”