When does commitment backfire: Linking employee continuance commitment to silence behavior

IF 1.3 4区心理学 Q3 PSYCHOLOGY, APPLIED

European Review of Applied Psychology-Revue Europeenne De Psychologie Appliquee Pub Date : 2022-11-01 DOI:10.1016/j.erap.2022.100797

Xiaotian Wang , Yudong Guo , Jinyun Duan

{"title":"When does commitment backfire: Linking employee continuance commitment to silence behavior","authors":"Xiaotian Wang , Yudong Guo , Jinyun Duan","doi":"10.1016/j.erap.2022.100797","DOIUrl":null,"url":null,"abstract":"<div><h3>Introduction</h3><p>Extant studies on organizational commitment emphasize affective organizational commitment and consequently ignore the unique role of continuance organizational commitment. To determine whether high continuance commitment is beneficial, we employed conservation of resources theory to explore how continuance commitment leads to emotional exhaustion and silent behavior.</p></div><div><h3>Objective</h3><p>This study examines the mediating effect of emotional exhaustion on the relationship between continuance commitment and silence behavior, and the moderating role of age.</p></div><div><h3>Method</h3><p>We recruited 157 employees in China to complete a three-wave survey measuring continuance commitment, emotional exhaustion and silence behavior, respectively.</p></div><div><h3>Results</h3><p>Our results show that continuance commitment is positively related to emotional exhaustion and, in turn, triggers more silent behavior, especially for those old employees; the indirect effect is more significant.</p></div><div><h3>Conclusion</h3><p>Although employers intend to keep human resources, this study indicates that continuance commitment may bring negative consequences. Moreover, old age will magnify the effect of continuance commitment on emotional exhaustion and further strengthen silence behavior.</p></div>","PeriodicalId":46883,"journal":{"name":"European Review of Applied Psychology-Revue Europeenne De Psychologie Appliquee","volume":null,"pages":null},"PeriodicalIF":1.3000,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"3","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"European Review of Applied Psychology-Revue Europeenne De Psychologie Appliquee","FirstCategoryId":"102","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S1162908822000482","RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}

引用次数: 3

Abstract

Introduction

Extant studies on organizational commitment emphasize affective organizational commitment and consequently ignore the unique role of continuance organizational commitment. To determine whether high continuance commitment is beneficial, we employed conservation of resources theory to explore how continuance commitment leads to emotional exhaustion and silent behavior.

Objective

This study examines the mediating effect of emotional exhaustion on the relationship between continuance commitment and silence behavior, and the moderating role of age.

Method

We recruited 157 employees in China to complete a three-wave survey measuring continuance commitment, emotional exhaustion and silence behavior, respectively.

Results

Our results show that continuance commitment is positively related to emotional exhaustion and, in turn, triggers more silent behavior, especially for those old employees; the indirect effect is more significant.

Conclusion

Although employers intend to keep human resources, this study indicates that continuance commitment may bring negative consequences. Moreover, old age will magnify the effect of continuance commitment on emotional exhaustion and further strengthen silence behavior.

查看原文本刊更多论文

承诺何时会适得其反：将员工的持续承诺与沉默行为联系起来

现有的组织承诺研究强调情感组织承诺，忽视了持续性组织承诺的独特作用。为了确定高持续承诺是否有益，我们运用资源守恒理论来探讨持续承诺如何导致情绪耗竭和沉默行为。目的探讨情绪耗竭在持续承诺与沉默行为关系中的中介作用，以及年龄的调节作用。方法招募157名中国员工，采用三波调查法分别测量留任承诺、情绪耗竭和沉默行为。结果延续性承诺与情绪耗竭呈正相关，进而引发更多的沉默行为，尤其是老员工;间接影响更为显著。结论尽管雇主有意保留人力资源，但本研究表明，持续承诺可能带来负面影响。此外，老年会放大延续承诺对情绪耗竭的影响，进一步强化沉默行为。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

European Review of Applied Psychology-Revue Europeenne De Psychologie Appliquee PSYCHOLOGY, APPLIED-

CiteScore

2.20

自引率

20.00%

发文量

期刊介绍： The aim of the Revue européenne de Psychologie appliquée / European Review of Applied Psychology is to promote high-quality applications of psychology to all areas of specialization, and to foster exchange among researchers and professionals. Its policy is to attract a wide range of contributions, including empirical research, overviews of target issues, case studies, descriptions of instruments for research and diagnosis, and theoretical work related to applied psychology. In all cases, authors will refer to published and verificable facts, whether established in the study being reported or in earlier publications.