Modelo de dos dimensiones del compromiso organizacional: Aproximación teórica al modelo de Cohen
Main Article Content
Mariana Ivonne Nava Soto
http://orcid.org/0000-0001-9273-2783
Patricia Ramos Rubio
http://orcid.org/0000-0003-3979-2431
Emmanuel Francisco García Uribe
http://orcid.org/0000-0003-4069-197X
http://orcid.org/0000-0001-9273-2783
Patricia Ramos Rubio
http://orcid.org/0000-0003-3979-2431
Emmanuel Francisco García Uribe
http://orcid.org/0000-0003-4069-197X
Resumen
El modelo de dos dimensiones del compromiso organizacional de Cohen (2007) propone que un empleado posee predisposición a generar compromiso al ingresar a una empresa y tiempo después se consolida el compromiso como actitud. Sin embargo, en dicho modelo el autor no profundiza en el desarrollo teórico de las variables que intervienen en el proceso. Por ello, en el presente trabajo se pretende complementar el sustento teórico de las variables incluidas en el modelo. Se realizó una revisión teórica que comprendió las variables incluidas en el modelo de dos dimensiones. La complementación teórica del presente trabajo proporciona el sustento a las variables incluidas en el modelo que explican el mecanismo que genera al compromiso organizacional en sus dimensiones afectiva e instrumental.
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NAVA SOTO, Mariana Ivonne; RAMOS RUBIO, Patricia; GARCÍA URIBE, Emmanuel Francisco.
Modelo de dos dimensiones del compromiso organizacional: Aproximación teórica al modelo de Cohen.
RECAI Revista de Estudios en Contaduría, Administración e Informática, [S.l.], p. 23 - 43, ago. 2021.
ISSN 2007-5278.
Disponible en: <https://recai.uaemex.mx/article/view/16066>. Fecha de acceso: 02 dic. 2022
doi: https://doi.org/10.36677/recai.v10i29.16066.
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Berger, C., & Calabrese, R. (1975). Some explorations in initial interaction and beyond: Toward a developmental theory of interpersonal communication. Human Communication Research, 1, 99–112.
Bergman, M. (2006). The relationship between affective and normative commitment: Review and research agenda. Journal of Organizational Behavior, 27(5), 645–663. https://doi.org/10.1002/job.372
Blau, P. (1964). Unspecified obligations and trust. In Exchange and power in social life. Wiley.
Bohnenberger, M. (2017). Marketing interno: la actuación conjunta entre recursos humanos y marketing en busca del compromiso organizacional.Tesis. Universidad de las Islas Baleares.
Bradac, J. (2001). Theory comparison: Uncertainty reduction, problematic integration, uncertainty management, and other curious constructs. Journal of Communication, 51(3), 456–476. https://doi.org/10.1093/joc/51.3.456
Brown, R. (2000). Social identity theory: Past achievements, current problems and future challenges. European Journal of Social Psychology, 30(6), 745–778. https://doi.org/10.1002/1099-0992(200011/12)30:6<745::AID-EJSP24>3.0.CO;2-O
Buchanan, B. (1974). Building organisational commitment: the socialisation of managers in work organisations. Administrative Science Quarterly, 19(4), 533–546. https://doi.org/10.2307/2391809
Cernas-Ortiz, D., Mercado-Salgado, P., & Davis, M. (2018). Perspectiva futura de tiempo, satisfacción laboral y compromiso organizacional: el efecto mediador de la autoeficacia, la esperanza y la vitalidad. Revista de Psicología del Trabajo y de las Organizaciones, 34(1), 1–9.
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Chapman, D., Uggerslev, K., Carroll, S., Piasentin, K., & Jones, D. (2005). Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90(5), 928–944. https://doi.org/10.1037/0021-9010.90.5.928
Cohen, A. (2007). Commitment before and after: An evaluation and reconceptualization of organizational commitment. Human ResouHrce Management Review, 17(3), 336–354. https://doi.org/10.1016/j.hrmr.2007.05.001
Cohen, A., & Caspary, L. (2011). Individual Values, Organizational Commitment, and Participation in a Change: Israeli Teachers’ Approach to an Optional Educational Reform. Journal of Business and Psychology, 26(3), 385–396. https://doi.org/10.1007/s10869-010-9186-1
Cooper-Hakim, A., & Viswesvaran, C. (2005). The construct of work commitment: Testing an integrative framework. Psychological Bulletin, 131(2), 241–259. https://doi.org/10.1037/0033-2909.131.2.241
Dávila, M. (2012). El papel de los valores en la predicción del compromiso organizacional. Anuario de Psicología, 42(1), 51–64. http://www.raco.cat/index.php/AnuarioPsicologia/article/view/253522
Delobbe, N., & Vandenberghe, C. (2000). A four-dimensional model of organizational commitment among belgian employees. European Journal of Psychological Assessment, 16(2), 125–138. https://doi.org/10.1027//1015-5759.16.2.125
Eisenberger, R., Armeli, S., Rexwinkel, B., D.Lynch, P., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42–51. https://doi.org/10.1037//0021-9010.86.1.42
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71(3), 500–507. https://doi.org/10.1037/0021-9010.71.3.500
Etzioni, A. (1975). Comparative Analysis of Complex Organizations: On Power, Involvement, and their Correlates (6th (ed.)). The free Press.
Feldman, D. (1976). A contingency theory of socialization. Administratitve Science Quarterly, 21(3), 433–452.
Fishbein, M. (1980). Theory of reasoned action: Some applications and implications. In In H. Howe & M. Page (Eds.), Nebraska Symposium on Motiva- tion 1979 (pp. 65–111).
Fukami, C., & Larson, E. (1984). Commitment to company and union: Parallel models. Journal of Applied Psychology, 69(3), 367–371. https://doi.org/10.1037/0021-9010.69.3.367
Ganzach, Y., Pazy, A., Ohayun, Y., & Brainin, E. (2002). Social exchange and organizational commitment: Decision-making training for job choice as an alternative to the realistic job preview. Personnel Psychology, 55(3), 613–637. https://doi.org/10.1111/j.1744-6570.2002.tb00123.x
Gatewood, R., Gowan, M., & Lautenschlager, G. (1993). Corporate image, recruitment image and initial job choice decisions. Academy of Management Journal, 36(2), 414–427. https://doi.org/10.5465/256530
Geare, A. (1986). An examination of certain aspects of industrial relations ideologies : a theoretical analysis and an empirical study of managers. [University of Otago]. In American Documentation. https://doi.org/10.1002/asi.5090070210
Gkorezis, P., & Kastritsi, A. (2017). Employee expectations and intrinsic motivation: Work-related boredom as a mediator. Employee Relations, 39(1), 100–111.
Godlewski, R., & Kline, T. (2012). A model of voluntary turnover in male canadian forces recruits. Military Psychology, 24, 251–269. https://doi.org/10.1080/08995605.2012.678229
Goldring, D. (2010). Commitment variation in the phases of the relationship development process. Journal of Relationship Marketing, 9(4), 229–246. https://doi.org/10.1080/15332667.2010.522486
Gouldner, A. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161. https://doi.org/10.2307/2092623
Hung, J., Fisher, R., Gapp, R., & Carter, G. (2012). Work-related stress impacts on the commitment of urban transit drivers. Journal of Management and Organization, 18(2), 220–230. https://doi.org/10.5172/jmo.2012.18.2.220
Hung, L., Lee, Y., & Lee, D. (2018). The moderating effects of salary satisfaction and working pressure on the organizational climate, organizational commitment to turnover intention. International Journal of Business and Society, 19(1), 103–116.
Iverson, R. D., & Buttigieg, D. M. (1999). Affective, normative and continuance commitment: Can the “right kind” of commitment be managed? Journal of Management Studies, 36(3), 307–333. https://doi.org/10.1111/1467-6486.00138
Kelman, H. C. (1958). Compliance, identification, and internalization three processes of attitude change. Journal of Conflict Resolution, 2(1), 51–60. https://doi.org/10.1177/002200275800200106
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