Organizational Commitment: A Proposal for a Wider Ethical Conceptualization of ‘Normative Commitment’

González, Tomás F.; Guillén, Manuel

doi:10.1007/s10551-006-9333-9

Cited by 88 publications

(77 citation statements)

References 33 publications

(44 reference statements)

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“…The scale measures a normative commitment based on fulfillment and responsibility towards the work, reflected in the accomplishment of activities under the policies and norms established organizationally anales de psicología, 2017, vol. 33, nº 2 (may) (Arciniega and González, 2012;González and Guillén, 2008).…”

Section: Discussionmentioning

confidence: 99%

“…This distinction (prior and postentry commitment) solves the high correlation between normative (pre-entry) engagement and affective commitment (later commitment), as high correlations are the result of early socialization (moral obligation) and experiences of work (psychological attachment). González & Guillén (2008) starting from an Aristotelian philosophical scheme, consider the organizational commitment as a free individual decision based on a reflection that implies reason and thought. They distinguish a commitment belonging to the sphere of feelings and emotions (desires and impulses) better known as affective commitment; and a moral commitment based on a judgment of the established norms and the execution according to them as practice of the moral virtues.…”

Section: Identification Of Employee Values and Standards With The Orgmentioning

confidence: 99%

“…Highlighting the congruence with the values between the individual and the goals of the organization as it reflects a "moral vocation", the feeling that one is committed because it is morally right (Jaros et al, 1993). The mastery of the TCM model and NC concept has led to the abandonment of this line of research proposed by González and Guillén (2008). Molm (2010) says that Gouldner (1960) bases his theory on actions and obligations as reimbursement for benefits received, as a state of long-term debt.…”

Section: Tools Used To Measure the Constructmentioning

confidence: 99%

See 2 more Smart Citations

Desarrollo y validación de un cuestionario sobre compromiso organizacional normativo: Un estudio piloto en trabajadores Mexicanos.

2017

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A questionnaire for measuring commitment in its normative dimension, based on reciprocity and responsibility as value to the work where a link to the organization based on loyalty of workers set was developed. An initial 30 item bank, built and reviewed with rigorous criteria were applied to a sample of 298 employees in a departament store chain (168 women, 56.4%, 130 men), aged between 18 and 65 (M = 32.5, SD = 9.6) years and schooling Baccalaureate (199, 67.8%). The seniority ranging from 1 to 34 years (M = 4.4 years, SD = 5.7). Using exploratory factor analysis with 28 items two factors explaining 45.1% of variance was identified: the first known loyalty-reciprocity; and the second compliance-responsibility. Reliability analysis indicated adequate internal consistency, α = .88. Concurrent validity was assessed by Pearson correlation with Organizational Commitment Questionnaire and Scale Values to Work. The results indicated that the dimensions of the Organizational Commitment Questionnaire Standards may be an option to assess this construct.

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Section: Discussionmentioning

confidence: 99%

Section: Identification Of Employee Values and Standards With The Orgmentioning

confidence: 99%

Section: Tools Used To Measure the Constructmentioning

confidence: 99%

See 1 more Smart Citation

Desarrollo y validación de un cuestionario sobre compromiso organizacional normativo: Un estudio piloto en trabajadores Mexicanos.

2017

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“…We accept this argument, but rather than dwell on differentiating characteristics between individual and corporate character, we are instead interested in the relationship between these different entities including how individual habits contribute to the formation of organizational routines (defined directly below) and how, through processes of institutionalization, organizational routines inform and influence corporate character. This sequence, we argue, is critical for arriving at the substance of normative commitments within organizational settings [23].…”

Section: Corporate Character Formationmentioning

confidence: 93%

Corporate Character Formation and CSR: The Function of Habit and Practice in the Mining Industry

Owen¹,

Kemp²

2014

AJIBM

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The mining industry provides a rich context through which to engage the practical and ethical limits of Corporate Social Responsibility (CSR). Recent debates in organizational ethics have drawn attention to institutional constraints which inhibit awareness raising and ethical practice within corporate settings. During the last decade, the mining industry has come under increasing pressure to improve its environmental, social and ethical performance. In an effort to respond to these more ethically-orientated external expectations, the mining industry has developed a range of internal regulatory mechanisms and process, which can be applied individually or in conjunction with other companies and organizations. This combination of internal and external drivers indicates a growing imperative for mining companies to ground CSR principles in their day-to-day operating practices. The challenge is to avoid organizational rules and procedures for CSR that lack depth and meaning and which fail to result in the wise and courageous use of personal agency. Instead mining companies must work to establish appropriate mechanisms that will see ethical norms adopted as organizational principles that guide, and result in, improved corporate conduct. Using the Aristotelean notion of "character formation", the authors offer practical considerations for how this might occur in the mining industry.

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“…This commitment explains what the employees want in terms of desire to stay in the organization. The core of this commitment is an affective tendency, including their desires, wishes, feelings, and etc (Gonza´lez & Guille´n, 2008). Affective commitment explains the bond to the organization as an affective attachment.…”

Section: Literature Reviewmentioning

confidence: 99%

Work Attitude among Malaysian Academicians in the Public Universities: A Social Network Analysis

Asrah¹,

Djauhari²,

Suleiman³

2014

MAS

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This study dealt with a social network analysis approach to comprehend the work attitude amongst academicians in the Malaysian public universities. This work attitude presented the psychological attachment between the employee and the organization. The organizational commitment and workplace spirituality amongst the academicians were highlighted here. A total of 40 factors were found to represent four groups of workplace spirituality and organizational commitment. The similarity amongst the factors was measured with two different kinds of associations. The best measure of association, which was the Tschuprow's measure of association, showed better results than the other measure in measuring the correlation amongst the factors. The connections and relationships amongst the factors were studied by using minimum spanning trees (MST). The interpretation of the MST was conducted by using the overall centrality measure.

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Organizational Commitment: A Proposal for a Wider Ethical Conceptualization of ‘Normative Commitment’

Abstract: affective commitment, Allen and Meyer’s model, Aristotle, ethics, organizational commitment, normative commitment,

Cited by 88 publications

References 33 publications

Desarrollo y validación de un cuestionario sobre compromiso organizacional normativo: Un estudio piloto en trabajadores Mexicanos.

Desarrollo y validación de un cuestionario sobre compromiso organizacional normativo: Un estudio piloto en trabajadores Mexicanos.

Corporate Character Formation and CSR: The Function of Habit and Practice in the Mining Industry

Work Attitude among Malaysian Academicians in the Public Universities: A Social Network Analysis

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