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Unpacking Commitment: Multiple Loyalties and Employee Behaviour

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  • Tom Redman
  • Ed Snape

Abstract

abstract We present findings from three UK studies on the nature and consequences of employees’ multiple commitments in the workplace, with samples drawn from private manufacturing, private services and the public sector. Co‐workers, the union, the union representative, customers, and the immediate boss emerge as separate foci of commitment, distinct from ‘global’ commitment to the organization as a whole. Consistent with social exchange theory, attitudinal and behavioural outcomes are predicted by commitment to those foci that might be expected to benefit from the outcome in question. There is evidence that global organizational commitment mediates the relationship between foci‐specific commitments and organization‐related outcomes, but there is no mediation in the case of those foci and outcomes that are more cognitively distant from the organization. A comparison of the studies suggests that the pattern and outcomes of commitment are influenced by the nature of the job and of the work context.

Suggested Citation

  • Tom Redman & Ed Snape, 2005. "Unpacking Commitment: Multiple Loyalties and Employee Behaviour," Journal of Management Studies, Wiley Blackwell, vol. 42(2), pages 301-328, March.
    • Handle: RePEc:bla:jomstd:v:42:y:2005:i:2:p:301-328
    DOI: 10.1111/j.1467-6486.2005.00498.x
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    Cited by:

    1. Jarle Løwe Sørensen & Ann Mari Nilsen Gaup & Leif Inge Magnussen, 2020. "Whistleblowing in Norwegian Municipalities—Can Offers of Reward Influence Employees’ Willingness and Motivation to Report Wrongdoings?," Sustainability, MDPI, vol. 12(8), pages 1-12, April.
    2. Willem, A. & Devos, A. & Buelens, M., 2006. "Differences between private and public sector employees’ psychological contracts," Vlerick Leuven Gent Management School Working Paper Series 2007-2, Vlerick Leuven Gent Management School.
    3. David M. Sluss & Blake E. Ashforth, 2008. "How Relational and Organizational Identification Converge: Processes and Conditions," Organization Science, INFORMS, vol. 19(6), pages 807-823, December.
    4. Meha Joshi & Girish Chandra Maheshwari & Rajan Yadav, 2021. "Understanding the moderation effect of age and gender on the relationship between employee career attitude and organizational citizenship behavior: A developing country perspective," Managerial and Decision Economics, John Wiley & Sons, Ltd., vol. 42(6), pages 1539-1549, September.
    5. Franck Biétry & Jordane Creusier & Patrice Laroche & Sandra Camus, 2014. "Perceived support, affective commitments and subjective career success: a person-centred approach [Soutiens perçus, engagements affectifs et succès de carrière subjectif : une approche en termes de," Post-Print hal-01884095, HAL.
    6. Ed Snape & Tom Redman, 2012. "Industrial Relations Climate and Union Commitment: An Evaluation of Workplace-Level Effects," Industrial Relations: A Journal of Economy and Society, Wiley Blackwell, vol. 51(1), pages 11-28, January.
    7. Les Worrall & Kim Mather & Roger Seifert, 2010. "Solving the Labour Problem Among Professional Workers in the UK Public Sector: Organisation Change and Performance Management," Public Organization Review, Springer, vol. 10(2), pages 117-137, June.
    8. Émilie Lapointe & Christian Vandenberghe, 2018. "Examination of the Relationships Between Servant Leadership, Organizational Commitment, and Voice and Antisocial Behaviors," Journal of Business Ethics, Springer, vol. 148(1), pages 99-115, March.

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