Factors influencing affective commitment

Factors influencing affective commitment

(Meyer & Tropoloynsky)

 

Ø  participation in decision-making

Ø  receptiveness to employees’ideas

Ø  discretion over activities

Ø  task autonomy

Ø  role clarity & freedom from conflict

Ø  positive feedback

Ø  job scope, job challenge

Ø  supportive leadership

Ø  transactional &transformational leadership

Ø  training & mentoring opportunities

Ø  performance-contingent rewards

Ø  job security

Ø  opportunities for growth & development

 

“High Commitment” HRM

Ø  move from control-based management practices to those based on commitment

Ø  policies that promote mutuality

Ø  mutual goals, influence, mutual respect, rewards, responsibility

Ø  reduction in management hierarchy and division of labour, teamwork, manager as facilitator (less hands-on supervision)

Ø  According to Walton, policies of mutuality will elicit greater commitment

Ø  for successful work organisation, consider factors influencing job satisfaction, productivity & quality of work, innovation

 

 

Drivers of engagementInstitute of Employment Studies

 

Ø  Involvement in decision making

Ø  Freedom to voice ideas

Ø  Feeling enabled to perform well

Ø  Having opportunities to develop on the job

Ø  Feeling the organisation is concerned for the employees’health & well-being

 

Importance of line managers and front-line supervisors

 

Above is a slide I took from a management course which inspired me a lot in how an individual employee can be motivated and be fully engaged in the organisation and his/her job.

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