ISSN: 2450-7733
eISSN: 2300-4096
OAI
DOI: 10.18276/sip.2017.48/2-17
Issue archive /
nr 48/2 2017
Czynniki kształtujące przywiązanie trwania pracowników
(Factors shaping continuance commitment of employees)
| Authors: |
Dagmara
Lewicka
AGH Akademia Górniczo-Hutnicza w Krakowie Monika Pec AGH Akademia Górniczo-Hutnicza w Krakowie |
| Keywords: | organizational commitment continuance commitment |
| Data publikacji całości: | 2017 |
| Page range: | 11 (197-207) |
| Klasyfikacja JEL: | M10 |
Abstract
The article presents an attempt to identify the factors affecting the level of continuance commitment of employees. Arguments confi rming the validity of deliberations on this type of attachment have been presented. Two components of commitment have been shown: based on the benefi ts and dependant on the organization and which could provide a certain value for the organization and based on concerns related mainly to employees’ characteristics. The study was conducted on a group of 501 randomly selected Polish organizations’ employees. Multiple linear regression analysis made it possible to create a model of factors impact affecting both types of continuance commitment. The results indicate, inter alia, the impact of job satisfaction and vertical trust commitment to the continuance-based benefi ts. The study also confi rmed that the continuance commitment is based on the concerns associated with factors characterizing the individual.
Download file
Article file
Bibliography
| 1. | Allen, N.J., Meyer, J.P. (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization. Journal of Occupational Psychology, 1 (63), 1–18. |
| 2. | Backer, H. S. (1960). Notes on the Concept of Commitment. American Journal of Sociology, 66 (1), 32–40. |
| 3. | Cohen, A. (2007). Commitment before and after: An Evaluation and Reconceptualization of Organizational Commitment. Human Resource Management Review, 17 (3), 336–354. |
| 4. | Chang, J.Y., Choi, J.N. (2007). The Dynamic Relation Between Organizational and Professional Commitment of Highly Educated Research and Development (R&D) Professionals. The Journal of Social Psychology, 147 (3), 299–315. |
| 5. | Cropanzano, R., Mitchell, M.S. (2005). Social Exchange Theory. An Interdisciplinary Review Journal of Management, 31 (6), 874–900. |
| 6. | Czarnovsky, M. (2008). Lerning’s Role in Employee Engagement: An AST, Research Study. Alexandria, VA: American Society Training and Development. |
| 7. | Ellonen, R., Blomqvist, K., Puumalainen, K. (2008). The Role of Trust in Organisational Innovativeness. European Journal of Innovation Management, 11 (2), 160–181. |
| 8. | Johnson, R.E., Groff, K.W., Taing, M.U. (2009). Nature of the Interactions among Organizational Commitments: Complementary, Competitive or Synergistic? British Journal of Management, 20, 431–447. |
| 9. | Juchnowicz, M. (2013). Troska o satysfakcję pracowników – nowy paradygmat czy nowy pragmatyzm. Zarządzanie Zasobami Ludzkimi, 3–4, 51–60. |
| 10. | Koźmiński, A.K. (2004). Zarządzanie w warunkach niepewności. Podręcznik dla zaawansowanych. Warszawa: Wydawnictwo Naukowe PWN. |
| 11. | Lewicka, D. (2013). Supporting Innovation through HRM Practices – Importance of Motivation. International Journal of Innovation and Learning, 14 (2), 217–240. |
| 12. | Lewicka, D., Krot, K. (2015). The Model of HRM-trust-commitment Relationships. Industrial Management & Data Systems, 115 (8), 1457–1480. |
| 13. | Łochnicka, D. (2015). Zaangażowanie pracownicze jako determinanta rozwoju organizacji. Studia Prawno-Ekonomiczne, XCIV, 317–334. |
| 14. | Meyer, J.P., Allen, N.J. (1991). Tree-component Conceptualization of Organizational Commitment. Human Resource Management Review, 1, 65–69. |
| 15. | Morrow, P.C. (1993). The Theory and Measurement of Work Commitment. Greenwich, CT–London: JAI Press. |
| 16. | Stankiewicz, M.J. (2010). Pozytywny potencjał organizacji. Wstęp do użytecznej teorii zarządzania. Toruń: Dom Organizatora. |