Contradictions of commitment in the new economy: Insecurity, time, and technology

Generational Differences in the Effects of Insecurity, Restructured Workplace Temporalities, and Technology on Organizational Loyalty

“…Long hours and hard work per se are not problematic (Rubin and Brody 2005). Certainly, employees work hard out of a certain professionalism and commitment to their actual work (Albert and Bradley 1997;Heckscher 1995;Hodson 2001;Meiksins and Whalley 2002).…”

“…On the one hand, access to such technologies such as a home computer outside of the workplace allows employees to work more conveniently and rapidly at their convenience (Rubin and Brody 2005). As management and organizational scholars have long noted, IT creates work portability, allows employees to accomplish work tasks without work interruptions and generally increases their ability to achieve ''work-related objectives that are not fully attainable within the formal work environment'' (Venkatesh andVitalarie 1992, p. 1702).…”

“…The literature on measures of organizational commitment has persistently identified its components as having unique antecedents and consequences and elsewhere we have examined other components (Rubin andBrody 2005 andsee Porter et al 1974;Mowday et al 1979;Lincoln and Kalleberg 1990;Mathieu and Zajac 1990;Meyer and Allen 1997;Yang 2003;Cohen 2007). Thus, given our theoretical arguments and the extant literature on the loyalty component of organizational commitment, for this analysis we use a single measure of loyalty, specifically ''How loyal do you feel to your employer-extremely loyal, very loyal, somewhat loyal, not very loyal or not loyal at all?''…”

“…The commitment crisis reflects employees' lack of attitudinal and behavioral commitment to their organizations since, it is argued, they rationally withhold loyalty from organizations that no longer reciprocate loyalty to them (Rubin and Brody 2005). Commitment reflects affective and behavioral attachment to an organization; it is a multifaceted, oft-studied concept that remains important for organizational success, even in the context of the current economy 1 characterized by broken career ladders and short-term employment contracts (Rubin and Brody 2005;Mowday 1999;Osterman 1996).…”

“…Commitment reflects affective and behavioral attachment to an organization; it is a multifaceted, oft-studied concept that remains important for organizational success, even in the context of the current economy 1 characterized by broken career ladders and short-term employment contracts (Rubin and Brody 2005;Mowday 1999;Osterman 1996). Our focus on loyalty complements the recent work of Yang (2009) who considered the effects of organizational restructuring on managerial, professional, and technical workers' sense of feeling proud to work for their organization.…”