Role of Work Value to Organizational Commitment

Abstract

This study aims to describe the role of work values on organizational commitment to employees. The method used in this study is a literature study in which data collection is carried out by searching and reviewing various relevant literature from a topic that has been reviewed by previous research. After the data is collected, the data is reviewed or analyzed, and conclusions are drawn. The results of the study concluded that previous research was used as a data source, so the results of the data in the first previous study concluded that intrinsic work value has a stronger relationship with commitment than extrinsic value. However, the extrinsic work value variable has one variable that is stronger than the other extrinsic variables, namely social status, from the results of previous studies, which furthermore shows that the dimensions of work value, namely extrinsic, intrinsic, altruistic, social, and leisure have a significant influence on affective commitment, continuance commitment, and normative commitment. Affective commitment has the highest position in influencing work value compared to the continuance and normative commitment.

Organizational commitment of non-tenured employees in the Philippine government service: A behavioral model

“…Such perception reflects the concept of normative commitment, which considers an individual's experiences both prior to and following entry into the organization. This result of the study supported Dwiyanti and Kusuma Abdilla (2018) and Lestari et al (2023) that physical conditions of the work environment, salary, payment, quality of work life, and work value have a significant effect on employee commitment.…”