Hi dear researchers.
I have worked in Organizational commitment topic, and I was confused by the concept of Organizational loyalty, is it a synonym of Organizational commitment?
Even though many researchers consider them as synonyms I suggest that organizational commitment has an obligatory action, i e the other one is an optional action. thus, many researchers used the first concept commonly
in Law (legacy aspect.however, they used loyalty in Marketing practices.
please check the following articles:
1. Human resource management practices on exit, voice, loyalty, and neglect: organizational commitment as a mediator.
2. Loyalty to supervisor vs. organizational commitment: Relationships to employee performance in China
3. https://www-sciencedirect-com.ezproxy.uta.edu/science/article/pii/S0001879103001295
Hi, Have you considered organizational citizenship behavior also. If you have, are you considering it as a synonym of loyalty. If so, these articles might help.
Article The effect of organizational citizenship behavior on organiz...
http://www.jitbm.com/41%20volume/2%20ORGANIZATIONAL%20CITIZENSHIP%20BEHIVAOR.pdf
Article Relationship between organizational commitments and organiza...
Hamdi,
the following paper gives a great conceptual overview of commitment. Maybe that will help.
https://www.researchgate.net/publication/254713728_Reconceptualizing_Workplace_Commitment_to_Redress_a_Stretched_Construct_Revisiting_Assumptions_and_Removing_Confounds?_sg=started_experiment_milestone
Greenberg and Baron (2007) define Organizational Commitment as the extent to which an individual indentifies and is involved with his or her organization and/or is unwilling to leave it. It is employee loyalty (Newstrom, 2007). It shows the degree to which the employee is loyal to the organisation. It is the extent to which an employee is attached with his or her organization and is interested in staying within it.
I have more than 4 articles on organizational commitment. The best among them is here :
Article The effect of internal marketing dimensions on organizationa...
Cheney & Tompkins (1987), defines organizational commitment as the words, thoughts and deeds by which the employee accepts the goals and values of the organization, works hard in the name of the organization, and maintains its membership in it. According to Pratt (1998), organizational commitment refers to the satisfaction of belonging to the organization that the employee feels. The rganizational commitment is seen as a relatively stable and lasting construct. A sense of affection for the organization arises from the interactions between the particular employee and his colleagues, managers and the organization as a whole.
The concept of the organizational commitment often intertwines with that of identification with the organization, but there are also differences between them.
Loyalty involves being firm and not changing in your relationship with someone, some organization or your country. It is your faithfulness. You do not give up your relationship, support, friendship or attachment when things go either favourably or unfavourably. During difficult times too you do not change your relationship with someone or something. That is your loyalty. In this context loyalty is a virtue and it is more than organizational commitment. If an attempt is made to differentiate between the loyalty and commitment, loyalty is more than commitment. Loyalty is moral and commitment may be or may not be moral. For example, one can be committed to do a bad thing by harming others. Loyalty is firmer than commitment. These ideas might be useful.
In OB literature, both organizational commitment (this term is more popular) and organizational loyalty are the same. If you want to make a scholastic distinction between the two terms, it requires a serious conceptualization.
Dear Sir,
Thank for the explanation. I also had some confusions over these two terms. I think, you have completely cleared my doubts. Also thanks for asking this question.
Tks
Sharing link:
http://onlinelibrary.wiley.com/doi/10.1111/j.2044-8325.1990.tb00506.x/full
Regards!
I would recommend that you look into ”The Conversion Model”, developed by Jan Hofmeyr. It has a very compelling definition of commitment, which I think is worth looking at.
Organizational commitment is a multi-dimensional construct like commitment may be: Affective, Continuance, or Normative. Thus, normative and continuance committed employees may not be loyal. Yes, affective committed employees may be loyal due to their psychological attachment with organization.
Henarath H. D. N. P Opatha
Please any reference for this comment Prof. Opatha:
Loyalty involves being firm and not changing in your relationship with someone, some organization or your country. It is your faithfulness. You do not give up your relationship, support, friendship or attachment when things go either favourably or unfavourably. During difficult times too you do not change your relationship with someone or something. That is your loyalty. In this context loyalty is a virtue and it is more than organizational commitment. If an attempt is made to differentiate between the loyalty and commitment, loyalty is more than commitment. Loyalty is moral and commitment may be or may not be moral. For example, one can be committed to do a bad thing by harming others. Loyalty is firmer that commitment. These ideas might be useful.
In OB literature, both organizational commitment (this term is more popular) and organizational loyalty are the same. If you want to make a scholastic distinction between the two terms, it requires a serious conceptualization.
For the request made by Dr. Ahmed Khatiry,
Most of the things are from my own writings. The following links are indirectly relevant:
Book Enhancing Your Personal Q
Book Organizational Behaviour: The Human Side of Work
Article Individual Character: Towards Empirical Investigation
Ammari, G., Alkurdi, B., Alshurideh, A., & Alrowwad, A. (2017). Investigating the impact of communication satisfaction on organizational commitment: a practical approach to increase employees’ loyalty. International Journal of Marketing Studies, 9(2), 113-133.
You are welcome, Ahmed, i hope this helps.
My recent research on the development of org. identification could be relevant too:
Nowak, R. (2020). Structural empowerment and serving culture as determinants of organizational identification and turnover intention. Management Research Review.
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