Person-Organization Commitment: Bonds of Internal Consumer in the Context of Non-profit Organizations

Abstract

From an Organizational Behavior perspective, it is important to recognize the links generated between individuals and the organization that encourage a desire for permanence. After more than a half century of research, Organizational Commitment remains one of the open questions in the Psychology of Organizations. It is considered an essential factor for explaining individual behavior in the organization such as satisfaction, turnover intention, or loyalty. In this paper, we analyze different contributions regarding the nature of the bond between the individual and the organization. Taking into account the peculiarities of Non-profit Organizations, we present different interpretation for later validation, comparing results from the Confirmatory Factor Analysis of the four models obtained using exploratory factor analysis, both conducted on a sample of 235 members of Non-profit Organizations.

Mapping the Research Landscape of Strategic Human Resource Management in Nonprofit Organizations: A Systematic Review and Avenues for Future Research

“…A key topic in research on HR outcomes is the importance of HR practices in supporting commitment and intrinsic motivation by providing strong bonds between employees and the organization's mission, values, and goals (Juaneda-Ayensa et al, 2017;Parente, 2012;S. M. Park & Kim, 2016;Word & Park, 2015).…”

The Influence of Emotion in the Management of Amateur Football Organizations

“…In the case of amateur clubs, this factor would be central in recruiting and adequate management of volunteers, as well as in their capacity to generate activities that allow its viability. Affective commitment is considered a central element to explain the loyalty and satisfaction of the individuals that participate in non-profit organizations (Juaneda-Ayensa et al, 2017). Along the same lines, affective commitment is associated with the motivation of the members of these organizations in the development of their volunteer activities (McCormick and Donohue, 2019).…”

Managing Cross-Border Conflicts Through Volunteer Commitment: A Comparative Study Between Religious and Non-profit Organizations in the San Diego–Tijuana Area

“…In Organizational Behavior literature, commitment is characterized as an emotional (that is, affective), ethical, and rational phenomenon (Boezeman and Ellemers, 2008;Alfes et al, 2017). Considering the different interpretations, the nature of the bonds, and the main differences among contexts of analysis, all the authors agree that this term is well defined as a "link between the organization and the individual that involves either attitude or behavior" (Juaneda et al, 2017). Consequently, volunteer commitment is conceptualized as a range of perspectives from the emotional to the instrumental dimension, reflecting different components of and therefore scales of measurement (Malhotra, 2005;Jaros, 2017;Juaneda et al, 2017).…”

“…Considering the different interpretations, the nature of the bonds, and the main differences among contexts of analysis, all the authors agree that this term is well defined as a "link between the organization and the individual that involves either attitude or behavior" (Juaneda et al, 2017). Consequently, volunteer commitment is conceptualized as a range of perspectives from the emotional to the instrumental dimension, reflecting different components of and therefore scales of measurement (Malhotra, 2005;Jaros, 2017;Juaneda et al, 2017). Moreover, commitment is an emotional and affective response of the individual as a consequence of a global evaluation of all the attributes that determine the volunteer helping behavior; that is, commitment is a signal of the individual favorable affection to the ONG (Galindo-Kuhn and Guzley, 2002).…”