Measurement and evaluation of organizational commitment: Relationship with socio-labor variables in mexican employees
DOI:
https://doi.org/10.22579/23463910.1197Keywords:
Parameters, Organizational Commitment, Validity, ReliabilityAbstract
Problem: There is few evidence of organizational commitment parameters for Mexican population using valid and reliable instruments that allow professionals and organizations to carry out evaluations and diagnoses related to socio-labor variables of employees. Objective: To test a measurement model of organizational commitment to estimate evaluation parameters and its relationship with socio-labor variables in Mexican employees. Method: A cross-sectional, descriptive and correlational study was conducted in a sample of 724 mexican employees. Results: 1) evidence was found of validity and reliability of the measurement model of a short version of three factors of organizational commitment was found: affective (4 items), normative (3 items) and continuity (3 items); 2) six levels are proposed to evaluate organizational commitment; 3) significant differences were found between women (2.2134) and men (2.3895) (t=-2.628, p>0.01), as well as between private initiative (2.193) and government (2.4991) employees (t=-4.594, p>0.001) ; 4) significant correlations were found between seniority and organizational commitment (r=0.285, p>0.01). Discussion: Organizations should adopt differentiated policies between women and men to improve commitment, such as job enrichment. The higher level of organizational commitment in government may be explained by their labor characteristics, such as relatively greater job stability. Conclusions: From the perspective of social exchange theory applied to organizations, variables such as trust-building and the norm of reciprocity, which develop with seniority, may underlie organizational commitment. Contribution/originality: Having parameters to identify levels of organizational commitment will help organizations design differentiated interventions.
References
Al-Jabari, B., & Ghazzawi, I. (2019). Organizational Commitment: A Review of the Conceptual and Empirical Literature and a Research Agenda. International Leadership Journal, 11(1). http://internationalleadershipjournal.com/wp-content/uploads/2019/07/Winter-2019-Vol.-11-No.-1.pdf#page=79
Allen, N.J. y Meyer, J.P. (1990). Measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
Arias-Galicia F. (2001) El compromiso personal hacia la organización y la intención de permanencia: algunos factores para su incremento. Contaduría y Administración, 200, 5-11. https://biblioteca.org.ar/libros/91552.pdf
Ávila, S., & Pascual, M. (2020). Marco filosófico del compromiso organizacional: discusión del modelo de Allen & Meyer, y propuesta de un nuevo modelo de estudio. Revista de Estudios Empresariales. 2(1), 201-226. https://doi.org/10.17561//ree.v2020n1.12
Barrios, M. & Cosculluela, A. (2013) Fiabilidad. En J. Meneses (Coord). Psicometría (pp. 75-140). Editorial UOC.
Becker, H.S. (1960) Notes on the concept of commitment. American Journal of Sociology, 66, 32-40.
Bernal González, I., Ruíz Mezquiti, L. A., & Pastrana Zúñiga, J. L. (2021). Compromiso organizacional de profesionales de la salud ante covid-19. Revista Universidad y Sociedad, 13(6), 194-204. https://rus.ucf.edu.cu/index.php/rus/article/view/2383/2343
Bodjrenou, K., Xu, M., & Bomboma, K. (2019). Antecedents of organizational commitment: A review of personal and organizational factors. Open Journal of Social Sciences, 7(05), 276. https://doi.org/10.4236/jss.2019.75024
Cohen, A. (2003) Multiple commitments in the workplace. Lawrence Erlbaum Associates Inc.
Doan, T. T. T., Nguyen, L. C. T., & Nguyen, T. D. N. (2020). Emotional intelligence and project success: The roles of transformational leadership and organizational commitment. The Journal of Asian Finance, Economics and Business, 7(3), 223-233. https://doi.org/10.13106/JAFEB.2020.VOL7.NO3.223
Ebeh, R.E., Njoku, E.C., Ikpeazu, O.C. & Nwiana-Ana, L.B. (2017). Organisational commitment and job involvement among casual workers: the role of organisation justice. Global Journal of Human Resource Management, 5, 17-32.
Flores, C. E., y Flores, K. L. (2021). Pruebas para comprobar la normalidad de datos en procesos productivos: Anderson-Darling, Ryan-Joiner, Shapiro-Wilk y Kolmogórov-Smirnov. Societas, 23(2), 83-106. https://revistas.up.ac.pa/index.php/societas/article/view/2302
Grego-Planer, D. (2019). The relationship between organizational commitment and organizational citizenship behaviors in the public and private sectors. Sustainability, 11(22), 6395. http://dx.doi.org/10.3390/su11226395
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250-279.
Kalkbrenner, M. T. (2021). Alpha, omega, and H internal consistency reliability estimates: Reviewing these options and when to use them. Counseling Outcome Research and Evaluation, 14(1), 77-88. https://doi.org/10.1080/21501378.2021.1940118
Kasimoglu, M. (2021). Investigations of Organizational Commitment of Healthcare Professionals in Terms of Personal and Business Factors. International Journal on Social and Education Sciences, 3(2), 267-286. https://doi.org/10.46328/ijonses.143
Kilic, M., & Günsel, A. (2019). The dark side of the leadership: The effects of toxic leaders on employees. European Journal of Social Sciences, 2(2), 51-56. https://doi.org/10.26417/ejss-2019.v2i2-64
Klein, H. J., Solinger, O. N., & Duflot, V. (2022). Commitment system theory: The evolving structure of commitments to multiple targets. Academy of Management Review, 47(1), 116-138. https://doi.org/10.5465/amr.2018.0031
Klimchak, M., Ward Bartlett, A. K., & MacKenzie, W. (2020). Building trust and commitment through transparency and HR competence: A signaling perspective. Personnel Review, 49(9), 1897-1917. https://doi.org/10.1108/PR-03-2019-0096
Lévy, Jean-Pierre y Varela, J. (2006). Modelización con estructuras de covarianzas en ciencias sociales. Netbiblo.
Littlewood, H. F. (2020). La paradoja del Compromiso. Investigación administrativa, 49(126). https://doi.org/10.35426/iav49n126.01
Marsden, P.V., Kalleberg, A.L. & Cook, C.R. (1993). Gender differences in organizational commitment: influences of work positions and family roles. Work and Occupations, 20, 368-390. https://doi.org/10.1177/0730888493020003005
Martínez-Mejía, E., Souza, E. & García, A. (2022). Modelo de liderazgo saludable integral y su desarrollo como competencia psicosocial adaptativa en ambientes organizacionales complejos. Administración y Organizaciones, 25(48), 47-62. https://doi.org/10.24275/uam/xoc/dcsh/rayo/2022v25n48/Martinez
Meyer, J. P. & Allen, N. J. (1984) Testing the ‘side bet theory’ of organizational commitment: some methodological considerations. Journal of Applied Psychology, 69, 372-378.
Meyer, J. P. & Allen, N. J. (1991) A three component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89.
Meyer, J. P., Allen, N. J. & Smith, C. A. (1993) Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78, 538-551.
Mowday, R. T., Steers, R. M. & Porter, L. W. (1979) The measurement of organizational commitment. Journal of Vocational Behavior, 14, 224-247.
Reichers, A.E. (1985). A review and reconceptualisation of organizational commitment. Academy of Management Review, 10(3), 465-476.
Romero-Saldaña, M. (2016). Pruebas de bondad de ajuste a una distribución normal. Revista Enfermería del Trabajo, 6(3), 114. https://dialnet.unirioja.es/descarga/articulo/5633043.pdf
Rossenberg, Y. G., Cross, D., & Swart, J. (2022). An HRM perspective on workplace commitment: Reconnecting in concept, measurement and methodology. Human Resource Management Review, 32(4), 100891. https://doi.org/10.1016/j.hrmr.2021.100891
Ruiz-Palomo, D., Leon-Gomez, A., & García-Lopera, F. (2020). Disentangling organizational commitment in hospitality industry: The roles of empowerment, enrichment, satisfaction and gender. International Journal of Hospitality Management, 90, 102637. https://doi.org/10.1016/j.ijhm.2020.102637
Schuberth, F., Rademaker, M. E., & Henseler, J. (2022). Assessing the overall fit of composite models estimated by partial least squares path modeling. European Journal of Marketing. 57(6). 1678-1702. http://dx.doi.org/10.1108/EJM-08-2020-0586
Thanh, L. D., Nguyen, N., Thong, B. Q., & Van Chon, L. (2020). Building organizational commitment: the analysis of indicators. Academy of Strategic Management Journal, 19(6), 1-9. https://www.abacademies.org/articles/Building-organizational-commitment-the-analysis-indicators-1939-6104-19-6-623.pdf
Uribe, J. F. (2001). Maquiavelismo: Conceptualización, medición y su relación con otras variables. [Tesis de Doctorado]. Facultad de Psicología, UNAM.
Uribe, J. F., Patlán, J. & García, A. (2015). Manifestaciones psicosomáticas, compromiso y burnout como consecuentes del clima y la cultura organizacional: un análisis de ruta (path analysis). Contaduría y administración, 60(2), 447-467. https://doi.org/10.1016/S0186-1042(15)30009-7
Vance, R. J., Jaros, S., Becker, T. E., & McKay, A. S. (2020). Alternative measures of employee commitment: Assessment of predictive validity for performance and turnover. Human Performance, 33(2-3), 164-190. https://doi.org/10.1080/08959285.2020.1759071
Xu, X., Zhao, P., Hayes, R., Le, N., & Dormann, C. (2023). Revisit the causal inference between organizational commitment and job satisfaction: A meta-analysis disentangling its sources of inconsistencies. Journal of Applied Psychology. Advance online publication. https://doi.org/10.1037/apl0001073
Downloads
Published
Issue
Section
Categories
License
Copyright (c) 2025 Dr. Emmanuel Martínez-Mejía, Erika-Mariana Ascencio
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
The author must review the editorial policy of the GEON Journal.
To increase their visibility, documents are sent to databases and indexing systems.
The content of the articles is the responsibility of each author and does not compromise, in any way, the magazine or the institution.
