When normative commitment leads to lower well-being and reduced performance
研究发现，当员工因缺乏其他工作选择而不得不留在组织时，基于义务感的规范承诺反而会加剧情绪耗竭和心理困扰，并降低工作绩效。
Normative commitment, or employees’ loyalty to their organization based on a sense of obligation, has received less attention than affective and continuance commitment. Building on recent work suggesting that normative commitment’s meaning is influenced by the within-person context provided by the other components of commitment, we theorized that normative commitment would be experienced as externally driven, hence detrimental to well-being and performance, when few alternatives commitment, a sub-component of continuance commitment, is high. Based on two independent samples ( Ns = 366 and 100), Study 1 found normative commitment to be more positively related to emotional exhaustion and psychological distress at high levels of few alternatives commitment. Study 2 ( N = 187) found normative commitment to be less positively related to job performance when few alternatives commitment was high. Implications of these findings for our understanding of normative commitment’s workings are highlighted.