The Scholarship Without Borders Journal
Abstract
Strategies to increase organizational commitment in employees to increase retention, productivity and performance are common approaches used by leaders facilitated by human resource departments. In the past two years, there has been a surge of resignations by employees re-evaluating their relationship with employers. The employee exits have focused employers on increasing employee commitment to their organization by deploying human resource management (HRM) strategies. Organizations must reflect on the negative impact high commitment can have on employees and the companies in which they work.
This paper is an exploration of the negative impact of affective organizational commitment on employees and employers. The paper examines literature highlighting organizational commitment's positive and negative impact. There is an emphasis on the detrimental impact of high affective commitment on employees' personal and professional lives, such as stress, burnout, work-life imbalance, guilt, and behaviors that put organizations at risk. The examination concludes with recommendations for future research.
Recommended Citation
Johnson, Cecil W. III
(2024)
"Too Much of a Good Thing? Exploring Affective Commitment’s Negative Impact,"
The Scholarship Without Borders Journal: Vol. 2:
Iss.
2, Article 4.
DOI: https://doi.org/10.57229/2834-2267.1028
Available at:
https://digitalcommons.pepperdine.edu/swbj/vol2/iss2/4