Dimensions of Employee Involvement. Reasons for Employee Commitment.
According to the expectancy theory
individuals have different sets of goals and can be motivated via these expectations. But according to Stephen P. Robbins and Timothy A. Judge, in their book 'Organizational Behavior' employee involvement is the situation in which the employee identifies himself with the organization and it's goals and wants to stay a member of the organization.
Employee involvement seems more or less a synonym of organizational commitment. Robbins and Judge give 3 dimensions of involvement of employees
, which are almost identical to the three mind sets described by Meyer and Allen in the summary of organizational commitment
1. Affective binding
: an emotional attachment to the business and the employee believes in the values of it. An example could be the feeling of a volunteer working for Greenpeace.
2. Extrinsic (calculative) binding
: the observed greater economic value to stay at a company than when an employee would leave. A person can feel connected because the employer pays well and a decrease of income would occur if he leaves the company.
3. Normative binding
: an obligation to stay at a company for moral or ethic reasons. An employee that is a project leader of some important initiative could feel reluctant to leave his company, because he doesn't want to let his company down and doing so would make him feel like a deserter.
Do we all agree with these 3 bases for employee involvement? Or are we perhaps still missing one or two?