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Becker's Commitment Theory

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Becker (1960) viewed commitment as a tendency to engage in activity resulting from his recognition of the cost or lost side bets associated with the discontinuance of that activity. The study also described commitment as the unanticipated involvement of other sources of rewards or other aspects of a person. Thus it can be concluded that in this decade commitment was viewed as more relevant to industries than to other social systems. Researches by and large focused on the supremacy of organization and individual’s attitudinal inclination towards it due to shared beliefs, values or rewards.
During 1961-1970 periods:
Parsons and Shils (1962), in their social action theory, discussed the concept of commitment in a broader sense, wherein actors …show more content…

Behavioral commitment relates to the process by which individuals become locked into an organization and how they deal with the problem.
Kidron (1978), while investigating the relationship between OC and work values, discussed the protestant ethic of the worker and commitment to the organization. In the study a distinction between moral and calculative commitments was observed indicating that work values are related more to moral than calculative commitment.
Hofstede (1980) found that affective commitment is the most desirable form of commitment but ethnocentric and normative commitments might be better predictors than affective commitment in collectivist cultures that emphasize strong social ties (and obligations) and in cultures characterized by uncertainty avoidance where loyalty is considered a …show more content…

McCaul, Hinsz and McCaul (1995) found that the OC could be conceptualized as employee’s global attitude towards the organization. The study supported the view that attitudinal commitment is related to retention and behavioral commitment is related to performance.
Huselid and MacDuffic (1995) studied the effects of HRM systems on OC.Mignerey, Rubin and Gordon (1995), and Ashforth and Saks (1996) studied the effects of socialization and training on OC. It is suggested that commitment can be affected by training experiences, which in turn can influence employee’s motivation for future training.
Biswas and Balaji (1996) in a study of belief in co-operative values and employee attitudes found that value congruence was positively relate to behavioral intentions and satisfaction measures but not to OC measure.
Rai and Sinha (2000) found that the supervisors’ transformational style has significant relationship with OC and the social support enhances the strength of association of leadership with

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