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Organisationales Commitment und seine Einflussfaktoren: Eine qualitative Metaanalyse

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Zusammenfassung

Organisationales Commitment ist im Zuge der zunehmenden Individualisierung und Flexibilisierung von Arbeitsbeziehungen zu einer zentralen Referenzgröße für die Managementforschung und -praxis geworden. Neben den Effekten des Commitment für den betriebswirtschaftlichen Erfolg von Unternehmen wurde in jüngerer Zeit eine wachsende Zahl möglicher Einflussfaktoren empirisch untersucht. Der vorliegende Beitrag fasst den aktuellen Forschungsstand zu den wichtigsten Einflussfaktoren für affektives, normatives und kalkuliertes Organisationales Commitment in Anlehnung an die grundlegenden Arbeiten von Meyer und Allen (1991) zusammen. Grundlage dafür bilden drei vorliegende quantitative Metaanalysen sowie eine ergänzende qualitative Metaanalyse zu 61 aktuellen Studien. Es zeigt sich, dass sowohl mit affektivem als auch normativem Commitment Persönlichkeitsfaktoren, wie Selbstbewusstsein, Kompetenzüberzeugung und Systemvertrauen korrelieren. Unter den arbeitsbezogenen Faktoren besteht der stärkste Zusammenhang zwischen affektivem Commitment und einer wahrgenommen Situationskontrolle und einem transformationalen Führungsstil, was direkt mit den organisationsbezogenen Faktoren, einer unterstützenden Personalpolitik und der Betonung interpersoneller, distributiver oder prozessualer Gerechtigkeit im Unternehmen, korrespondiert. Für kalkuliertes Commitment fanden sich zu den arbeitsbezogenen Einflussfaktoren hauptsächlich Korrelationen, die denen von affektivem und normativem Commitment entgegengesetzt sind. Entgegen der Erwartung ist die Landeskultur kein entscheidender Moderator.

Abstract

It is a result from increasing individualism and the ongoing deregulation of formal and psychological work contracts that organizational commitment has become one of the key concepts in management research and practice. There is growing empirical research not only on the effects of commitment on organizational performance, but also on its personal, organizational and contextual antecedents. In this literature review the state of the art in commitment-related research is presented and discussed. We refer to the grounding work of Meyer and Allen (1991) and their distinction between affective, normative, and continuance commitment. The paper is based on three meta-analyses and an additional systematic review of 61 empirical studies. They provide evidence for the fact that there is a shift from demographic to differential personality factors in research. Affective commitment and normative commitment can be explained by individual differences (e.g., self-efficacy and trustfulness), work environment (e.g., transformational leadership and controllability), and organisational characteristics (e.g., supporting human resources policy and interpersonal, distributive, and procedural justice). Continuance commitment has been found negatively correlated with affective and normative commitment. Significant antecedents are the same work-related factors as for the two other forms of commitment, but the coefficients are inverse. Contrary to former results, national culture has no effect neither on the link between other antecedents and commitment, nor on commitment itself.

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  1. Lehrstuhl für NPO-Management, Institut für Verbands-, Stiftungs- und Genossenschaftsmanagement (VMI), Universität Freiburg, Postfach 1559, 1701, Freiburg, Switzerland

    Ariane Westphal & Markus Gmür

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  2. Markus Gmür
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Correspondence to Ariane Westphal.

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Westphal, A., Gmür, M. Organisationales Commitment und seine Einflussfaktoren: Eine qualitative Metaanalyse . J Betriebswirtsch 59, 201–229 (2009). https://doi.org/10.1007/s11301-009-0054-x

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  • DOI: https://doi.org/10.1007/s11301-009-0054-x

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