Relations of Job Structure to Affective Organizational Commitment
A. Olu Oyinlade

Many previous studies have established the importance of organizational commitment to organizational performance. Among the three most studied variants of organizational commitment, affective commitment, has gained the most significant recognition in enhancing organizational performance. When organizational members have affective commitment, they are likely to be loyal and to work enthusiastically for their organizations, and hence, boost organizational success. While many factors including personal characteristics, organizational structure and job experiences have been studied in previous research as antecedents of affective organizational commitment, this present study investigated, specifically, the contributions of job structure, an outcome of job design, to the likelihood of affective organizational commitment. Findings showed that job structure was a significant predictor of affective organizational commitment, while job enrichment and intrinsic job satisfaction emerged as job structure characteristics that independently predicted the dependent variable. Organizational experiences as a set of control variables, however, emerged as the largest predictor of affective organizational commitment. Overall, this study accentuated the roles of both organizational and job structures in generating affective organizational commitment.

Full Text: PDF   DOI: 10.15640/jhrmls.v6n1a2