Question

What are the key contributors to affective organizational commitment?

Answer 1

Affective organizational commitment is influenced by the degree of control employees have, their involvement in decision-making, workplace autonomy, perceived importance of their work, balanced work-life expectations, and low levels of job stress.

Step-by-step explanation:

The key contributors to affective organizational commitment include factors that influence an employee's emotional attachment to, identification with, and involvement in the organization. Key elements largely center on how much control employees feel they have over their work, their participation in decision-making processes, autonomy from constant oversight, and their perceived importance to the outcomes of their work tasks. Also influential are job strain and stress levels, with higher stress predicting lower job satisfaction, and how the work-role expectations align with an employee's personal life, especially regarding gender differences in emotional exhaustion.

Empowerment, clarity, and involvement all play a substantial role in fostering a positive emotional commitment to an organization. Furthermore, the significance of a job's content in terms of variety, difficulty level, and role clarity has been shown to be a strong predictor of job satisfaction, outweighing even the salary levels which may only provide short-term satisfaction increases.

Answer 2

Affective organizational commitment is influenced by control over work, participation in decision-making, job characteristics like variety and clarity, a supportive work environment, and work-life balance rather than just pay.

Step-by-step explanation:

Key contributors to affective organizational commitment involve various psychological and workplace factors that influence an employee's emotional attachment to, identification with, and involvement in the organization. Through extensive research, it is uncovered that employees exhibit higher organizational commitment when they have control over their work, participate in decision-making processes, enjoy freedom from excessive surveillance, and feel vital to the outcomes of their jobs.

Additionally, job characteristics such as task variety, clear role expectations, and adequate job challenges play a significant role in nurturing commitmnet. Moreover, less tangible factors including supportive management, a collegial atmosphere, and a healthy work-life balance also contribute significantly. It is not just financial remuneration, as the correlation between pay and organizational commitment appears relatively weak. Employees may adapt to salary boosts, thus diminishing the impact of pay on long-term commitment and satisfaction.