Index of Paper Presentations for the Parallel Sessions - Academy of ...

Affective commitment (AC) refers to the employee‘s emotional attachment to identification withand involvement in the organization. AC has its roots in the concept of exchange (Meyer and Allen 1991).Employees want to remain, and are willing to exert effort on behalf of the organization because of thepositive work experiences and benefits they derive from their relationship with the organization. Hence, interms of reciprocity, it can be termed as ‗reciprocity by desire‘ (Meyer and Allen 1991).Continuance commitment (CC) is based on Becker‘s side-bet theory and is defined as commitmentbased on the costs that employees associate with leaving the organization (Meyer and Allen 1991).Anything that increases perceived costs, such as side-bets or investments like losing attractive benefits orgiving up seniority based privileges (e.g. pension funds), are generally considered as antecedents to CC(Meyer et al. 1993). Review of literature indicates that CC is quite distinct and does not relate significantlywith neither AC not NC (Meyer and Allen 1991; van Dam 2005).Normative commitment (NC), finally, denotes employees‘ feelings of obligation to stay with theorganization. It develops due to the internalization of normative pressures prior to entry or following entryinto an organization (Weiner 1982). It may also develop as a feeling to reciprocate the rewards paid inadvance, or costs associated with employment incurred by the organization (Scholl 1981; Meyer and Allen1991), hence, implies reciprocity by obligation.Role stressJob-related role stress is made up of two distinct constructs: role conflict and roleambiguity.(Singh 1998; Örtqvist and Wincent 2006). Role ambiguity refers to individual employees‘perception that there is a lack of clear and salient information that is needed to perform the job roleadequately, as well as when there is an uncertainty about the expectations about the roles differentmembers play. Knowledge of the expectations that surround a particular role would otherwise serve toguide employee behavior and also provide knowledge regarding the appropriateness of behavior (Agarwaland Ramaswami 1993; Singh 1993, 1998; Tubre and Collins 2000). Role conflict occurs when individualemployees perceives that the demands and expectations of two or more members of their role set (i.e.