Darbuotojo afekcinio įsipareigojimo organizacijai veiksniai ir sąsajos

LTStraipsnyje pateikiama darbuotojo afekcinio/emocinio pobūdžio įsipareigojimo organizacijai sąvoka vadybos moksle; apibrėžiami šio pobūdžio įsipareigojimą organizacijai sąlygojantys konceptualūs veiksniai; analizuojami faktorinės analizės rezultatai bei socialinių-demografinių, darbinių ir organizacinių kintamųjų poveikis darbuotojo afekciniam/emocinio pobūdžio įsipareigojimui organizacijai; atlikto empirinio tyrimo pasekoje, pristatomas pagrįstas ir išplėstas darbuotojo afekcinio/emocinio pobūdžio įsipareigojimo organizacijai veiksnių sąsajas atspindintis klasifikatorius.

ENAn employee’s organizational commitment referring to a person’s role is defined by economic exchanges between an individual and an organization, congruence of their goals and values as well as potentially positive relations providing life meaning to employing organization. The latter is called affective commitment and “refers to employees’ emotional attachment to, identification with, and involvement in, the organization” (Allen, Meyer, 1990). Therefore, managers could benefit from understanding, identification and classification of the antecedents of affectively committed manpower (revealing the type and motives of an employee’s affective commitment) because they could initiate the specially-adapted interventions when the problem exists. They can adopt, for example, the appropriate leadership behavior in order to improve the level of an employee’s affective commitment to an organization and, in turn, the levels of his/her job satisfaction and job performance. Despite lots of recent research focusing on dimensionality of an employee’s organizational commitment and separate antecedents of this phenomenon it still remains one of the most crucial fields of human resource management because of increasing fierce competition among organizations. Scientific problem statement – unexplored the affective dimension of an employee’s organizational commitment, its antecedents and links. The objective of the research – construct the classifier reflecting the antecedents and their links of affective commitment. The scientific research techniques. To verify the research there were used general methods of scientific research, such as scientific literature analysis, synthesis, modeling and generalization. Empirical research was grounded on quantitative data processing methods.There were used multidimensional statistical methods, such as correlation factor analysis (Principal component and Alpha factoring methods), dispersive analysis (One-Way-ANOVA method); applied descriptive statistics. Psychometric characteristics of the research instrument were revealed with the help of Cronbach Alpha coefficient, explained dispersity and factor analysis. There are four prevailing categories of antecedents having influence over normative commitment: personal characteristics (gender, age, marital status and personality traits), job-related characteristics (organizational support, resource availability, friendly ambient conditions and positive organizational climate), job-involvement characteristics (work experience in the organization, skills and qualifications, promotional opportunities, attractiveness of an organization to an individual) and relational characteristics (relational norms, trust and satisfaction). Appealing to the systemic theory review the author of the paper used a closed type anonymous instrument, i.e. Employee’s organizational commitment questionnaire, in order to reach her own research objective. For the first part of the research instrument, which was meant to measure the dependent variable, i.e. the normative commitment, the adequate affective subscale of the most widely used and empirically tested Tri-dimensional organizational commitment scale developed by N. J. Allen & J. P. Meyer (1990) was used. The second part of the research instrument dealt with socio-demographic, job-related and organizational characteristics of the respondents.In accordance with the scientific studies results as well as the results of the research accomplished (N=1804) the affective commitment is supplementary influenced by such constituents as number of children in a family (focusing on the age of the youngest child) and educational attainment belonging to the category of personal characteristics. The results of the research extended the category of job involvement antecedents related to the affective commitment by organizational parameters (sector, sphere, form and division/department), total work experience and organizational position). Research results, providing the extended interactions among an employee’s affective commitment to an organization and its antecedents, explain job-related behaviors of individuals, deepen our perception about influence of specific social interactions over an employee’s affective commitment, thus may be applied by managers in human resource management.