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Organizational commitment predicts work variables such as turnover, organizational citizenship behavior, and job performance. Some of the factors such as role stress, empowerment, job insecurity and employability , and distribution of leadership have been shown to be connected to a worker's sense of organizational commitment.
Escalation of commitment was first described by Barry M. Staw in his 1976 paper, "Knee deep in the big muddy: A study of escalating commitment to a chosen course of action". [2] Researchers, inspired by the work of Staw, conducted studies that tested factors, situations and causes of escalation of commitment.
High-commitment practices are spin-offs of the natural system of management, [15] like other management strategies within this system. High-commitment practices assume natural theories of motivation, rather than the considerably different rational theories of motivation. [16] Differences between rational and natural management systems [16]
Commitment theories are rather based on creating conditions, under which the employee will feel compelled to work for an organization, whereas engagement theories aim to bring about a situation in which the employee by free choice has an intrinsic desire to work in the best interests of the organization. [27]
Groupthink can lead to lack of creativity and decisions made without critical evaluation. [35] Hogg and separately Deanne et al. stated that groupthink can occur, for example, when group members rely heavily on a charismatic figure or where members evince an "evangelical" [ 36 ] [ 37 ] belief in the organization's values.
Courtesy has been defined as discretionary behaviors that aim at preventing work-related conflicts with others (Law et al., 2005). This dimension is a form of helping behavior, but one that works to prevent problems from arising. It also includes the word's literal definition of being polite and considerate of others (Organ et al., 2006).
In sociology and economics, the precariat (/ p r ɪ ˈ k ɛər i ə t /) is a social class formed by people suffering from precarity, which means existing without predictability or security, affecting material or psychological welfare.
Illustration of Industry 4.0, showing the four "industrial revolutions" with a brief English description. Industrial sociology, until recently a crucial research area within the field of sociology of work, examines "the direction and implications of trends in technological change, globalization, labour markets, work organization, managerial practices and employment relations" to "the extent to ...