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On the Elusive Moderators of Affective Organizational Commitment

Published online by Cambridge University Press:  10 September 2021

Christian Vandenberghe Open the ORCID record for Christian Vandenberghe [Opens in a new window]
Christian Vandenberghe*
Affiliation:
HEC Montréal (Canada)
*
Correspondence concerning this article should be addressed to Christian Vandenberghe. HEC Montréal. Département de management. 3000 chemin Côte Ste-Catherine H3T 2A7 Montréal Québec (Canada). E-mail: christian.vandenberghe@hec.ca
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Abstract

Departing from a universal perspective on affective organizational commitment, the present article examines the situational and personal variables that act as potential moderators of the relationship between affective commitment and its antecedents and outcomes. Based on emerging evidence and theory, it is argued that the relationship between extrinsic and intrinsic rewards and other job experiences and affective commitment is stronger when employees exert an influence over rewards and job experiences. This can be achieved when the organization offers opportunities for such influence or when employees’ traits help them earn expected rewards. Similarly, theory and empirical evidence suggest that the relationship between affective commitment and work outcomes is subject to moderating influences. For example, affective commitment may foster employee retention when more career opportunities are available, making one’s belongingness to the organization more attractive. Such career opportunities may result from the organization’s action or from individuals’ own proactivity to obtain them. Likewise, the relationship between affective commitment and work performance is likely stronger when supervisors’ leadership helps employees engage in those behaviors that are rewarded by the organization. Finally, we discuss avenues for future inquiry by identifying group-level and cultural variables as promising moderators that warrant attention.

Keywords

moderatorsorganizational commitmentperformancerewardsturnover
Type
Review Article
Information
The Spanish Journal of Psychology , Volume 24 , 2021 , e44
Copyright
© Universidad Complutense de Madrid and Colegio Oficial de Psicólogos de Madrid 2021

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Footnotes

Conflicts of Interest: None.

Funding Statement: The research was funded by the Social Sciences and Humanities Research Council of Canada (SSHRC Grant # 435–2017–0134) awarded to Christian Vandenberghe.

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