Analysis

The Organizational Commitment Questionnaire is used to measure the level of an employee’s commitment to the organization in which they work. Organizational commitment refers to the degree to which employees identify with the organization, are dedicated to it, and are willing to remain and contribute to its success.

Objective

The objective of the questionnaire is to determine the level of employee commitment and to identify areas that may need improvement. This assessment helps organizations to better understand their employees’ commitment levels, identify the factors that influence commitment, and develop strategies to improve satisfaction and performance in the workplace.

Scoring

Scoring is typically done using a Likert scale (e.g., from “1 = Strongly Disagree” to “5 = Strongly Agree”). The questions cover different dimensions of commitment, such as affective, continuance, and normative.

Bibliography

Meyer, J. P., & Allen, N. J. (1991). A Three-Component Conceptualization of Organizational Commitment. Human Resource Management Review, 1(1), 61–89.
Meyer, J. P., & Herscovitch, L. (2001). Commitment in the Workplace: Toward a General Model. Human Resource Management Review, 11(3), 299–326.
Allen, N. J., & Meyer, J. P. (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization. Journal of Occupational Psychology, 63(1), 1–18.
Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational Commitment, Job Satisfaction, and Turnover Among Psychiatric Technicians. Journal of Applied Psychology, 59(5), 603–609.
Hackett, R. D., Bycio, P., & Hausdorf, P. A. (1994). Further Tests of the Three-Component Model of Organizational Commitment. Journal of Applied Psychology, 79(1), 15–23.