Final answer:
Continuance organizational commitment is influenced by factors like job satisfaction, employee empowerment, job embeddedness, mentorship, and alignment with organizational culture. Strategic leadership that increases incentives and rewards for loyalty also plays a crucial role. A committed workforce is nurtured in an environment that fosters personal involvement and professional growth.
Step-by-step explanation:
The key contributors to continuance organizational commitment are influenced by various factors that affect an employee's decision to remain with an organization. This commitment can be shaped by the sense of investment that an employee feels in their job, which is often tied to factors like job satisfaction, the roles they perform, and the benefits of staying versus the costs of leaving. Contributions such as employee empowerment, job embeddedness in individualistic and collectivistic cultures, and successful mentorship have been found to positively influence organizational commitment. Additionally, an individual's alignment with the organizational culture, including shared values, beliefs, and attitudes, plays a significant role in fostering a sense of belonging and loyalty.
Effective leadership also contributes to continuance organizational commitment by strategically increasing incentives, raising the costs of defection, and enhancing rewards for loyalty. This can manifest through fostering an environment that promotes personal involvement, responsibility, and challenge, which in turn supports a sense of comradeship and commitment. Moreover, expressing interest in the organization's mission, demonstrating flexibility, and maintaining professionalism particularly in response to feedback can further solidify an employee's commitment to the organization.