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This Concept Map, created with IHMC CmapTools, has information related to: Fornes-Rocco -Wollard on commitment, organisational commitment defined as psychological and emotional attachment, the depth of identification with supervisor, internalisation of the supervisor’s values internalisation occurs when: attributes of supervisor are congruent with the employee and can be adopted, organisational commitment antecedants congruency, interesting work, clarity of purpose, equity, feedback, empowerment, autonomy, organisational commitment reflected in career commitment, organisation and supervisory commitment defined as the depth of identification with supervisor, internalisation of the supervisor’s values, organisational commitment measured through attitudinal commitment: employee emotional attachment and identification with organisation, organisational commitment reflected in job commitment, organisational commitment reflected in team commitment, organisational commitment antecedants precede employee perception, stimulates commitment, organisational commitment leads to lower stress levels, reduced exhaustion and depersonalisation, job commitment reflected in the degree to which individuals identify psychologically with work, organisational commitment leads to improves: team performance, group cohesion, organisational commitment involves organisation and supervisory commitment, organisational commitment leads to increased: competitiveness, accountability and desire for improvement, organisational commitment measured through calculative commitment: employees feel committed by virtue of associated cost in leaving, also referred to as compliance or continuance, team commitment is individual identification and sense of cohesiveness, organisational commitment relates positively to: job satisfaction, motivation, performance, team commitment enhances social involvement and ties between individual and organisation, organisational commitment relates negatively to: absenteesism, turnover, psychological and emotional attachment measured by strength of employee identification with goals and values of organisation