Analysis Of Meyer And Allen Organizational Commitment
Topics: Employment, Organizational commitment / Pages: 8 (1825 words) / Published: Oct 30th, 2015

Mr. X, 57, is the director/business manager of the organization that was chosen for the present study. Out of his total work experience of 27 years, he has spent 11 years in this organization.
Mr. X’s scores on the three dimensions of the Meyer & Allen Organizational Commitment Scale (1993) are discussed below:
On the first dimension of affective or desire-based commitment, Mr. X has a mean score of 4.84, which is high, thus, indicative of his having a strong emotional attachment with his organization. This high score can be discussed in light of his responses to some of the test items that measure affective commitment. For example, for the items stating “I would be very happy to spend the rest of my career with this organization” and “This organization has a great deal of personal meaning for me”, Mr. X has responded with a ‘strongly agree’, while he responded with a ‘strongly disagree’ to items stating “I do not feel
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Specifically for affective commitment, Jena (2014) found men to be exhibiting higher levels of commitment as compared to women. One likely explanation for these differences may be that, especially in the Indian context, women associate more strongly with their family roles, and consider family and motherhood more important than work. As a result, they are also more likely to quit their jobs or stay away from office more often than their male counterpart. For men, however, work is the first choice (Jena, 2014). Such differences in the perceptions of one’s identity (whether one sees oneself as a parent/spouse first, or as the family breadwinner) may indirectly influence one’s commitment to their organization. Thus, maybe indirectly and not very significantly, by virtue of being a male, Mr. X may be exhibiting high affective

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