Exploring differentiation of self and organizational commitment

Abstract

Purpose The purpose of this paper is to examine whether an employee’s level of organizational commitment is influenced by his or her level of differentiation of self. Design/methodology/approach The authors conducted a survey questionnaire among fully employed workers in the USA. Data were analyzed using a structural equation model (n=547). Findings The results of this study showed a positive direct relationship between differentiation of self and affective and normative types of commitment. Differentiation of self also showed a direct negative relationship with continuance commitment. Practical implications The results of this study suggest that managers may be able to look to differentiation of self to facilitate commitment to the organization. Managers who screen applicants at the recruitment stage or train current employees in self-differentiation may be able to increase overall commitment levels among employees of the organization. Originality/value This research empirically extends family systems theory to workplace settings. It also expands the understanding of organizational commitment through the perspectives of psychological and relational functioning.

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