Age, Tenure, Resources for Control, and Organizational Commitment

Ted M. Brimeyer · Robert Perrucci · Shelley MacDermid Wadsworth

67 citations0/0 files storedSocial Science Quarterly

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Job Satisfaction and Organizational Behavior Employee Performance and Management Retirement, Disability, and Employment

Abstract

Objectives. A higher level of organizational commitment for older and more experienced workers has primarily been explained via exchange theory or a cohort effect. We use an agency-structure framework to explain that higher levels of commitment result from feelings of control in the workplace. Methods. We examine this framework using data from a survey of 400 unionized factory workers in the Midwest. Results. The relationship between organizational commitment and predictors is affected by worker career stage. Most significantly, the commitment for older and more experienced workers increases with high levels of autonomy, while the opposite is true for younger and less experienced workers. Conclusions. When workers experience greater control at the point of production, they express greater organizational commitment. Although empowering for older and experienced workers, having freedom at work can be threatening or destabilizing for the younger workers, who may prefer more guidance.

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References

1979Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign 1991A three-component conceptualization of organizational commitment 1979Central Problems in Social Theory 1986Perceived organizational support.2002Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences 1974Labor and Monopoly Capital 1992A Theory of Structure: Duality, Agency, and Transformation 1912The Principles of Scientific Management.

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