Concept Redundancy in Organizational Research: The Case of Work Commitment

Abstract

A facet design describing the theoretical and empirical interrelationships among five forms of work commitment (Protestant work ethic, career salience, job involvement/work as a central life interest, organizational commitment, and union commitment) is presented. The analysis reveals that these concepts are partially redundant and insufficiently distinct to warrent continued separation. Suggestions for advancing the study of work commitment are rendered. Review, 1983, Vol. 8, No. 3, 486-500. Concept Redundancy in Organizational In order to accomplish these objectives, a research procedure known as facet design (Guttman, 1954;Shapira & Zevulun, 1979) is employed. Facet design is a research methodology that entails, in part, the inductive generation of criteria that reveal similarities and differences among a set of related concepts. The procedure can be used for taxonomy, hypothesis generation, or hypothesis testing purposes and previously has been used to bring order to research areas marked by conceptual chaos-for example,

É possível integrar, em um mesmo conceito, os vínculos afetivo e instrumental?: o olhar de gestores sobre o comprometimento com a organização

“…Diversos fenôme-nos organizacionais são citados por Osigweh (1989) como exemplos de tal imprecisão conceitual, dentre os quais se destaca o do comprometimento organizacional. Essa ideia é corroborada por Morrow (1983), quando este afi rma que a pesquisa sobre comprometimento tem se caracterizado pela redundância, ambiguidade, imprecisão e pulverização de conceitos. Segundo Osigweh (1989), o conceito de comprometimento é tão amplo que inclui intenções e comportamentos sob um mesmo rótulo de significado, e este "esticamento" é o principal responsável por tal imprecisão.…”

O fenômeno workaholic na gestão de empresas

“…Dando continuidade ao trabalho iniciado por Oates, alguns autores abordaram o tema numa perspectiva psicanalítica (Fassel, 1990;Morrow, 1983;Killinger, 1991;Machlowitz, 1980;Schor, 1991). Killinger (1991) o faz descrevendo o workaholic como um indivíduo que, numa tentativa de ser aceito, respeitado e aprovado pelo outro, faz do trabalho um meio de alcançar tal aprovação e sucesso.…”

A Structural Model and Test of the Antecedents and Outcomes of Organizational and Professional Commitment

“…Morrow (1983) proposed antecedents and consequences of commitment such as satisfaction and tenure and variables associated with the development of commitment such as behavior attribution (Morrow, 1983;O'Reilly & Chatman, 1986 (Steers, 1977). Organizational commitment can be portrayed as having three major components: a) a person's strong belief in and an acceptance of the organization's goals; b) a person's willingness to exert considerable effort on behalf of the organization; and c) a person's desire to maintain membership (Porter, Steers, Mowday, and Boulian, 1974).…”

“…Initially, organizational commitment was distinguished from commitment to specific values, policies and goals. Morrow (1983) compared major forms of work commitment and their interrelationships. Reichers (1985) reconceptualized organizational commitment as a collection of multiple commitments.…”

“…Reichers (1985) reconceptualized organizational commitment as a collection of multiple commitments. Randall (1987) (Marcson, 1960;Merton, 1957;Gouldner, 1954Gouldner, , 1957and Shepard, 1956;Etzioni, 1964;LaPorte, 1965 (Rotondi, 1980;Flango & Brumbaugh, 1974;Friedlander, 1971;Thornton, 1970;Jauch Glueck and Osborn, 1978;Koslowsky, 1990;Morrow, 1983;Jackofsky & Peters, 1983). Bartol (1979b), Parasuraman and Nachman (1987) and Koslowsky (1990) Jauch et ale (1978) and Thornton (1970) used their own scales for measuring organizational commitment.…”