دانلود رایگان مقاله انگلیسی تعهد سازمانی در SMEهای خانوادگی و تاثیر آن در عملکرد محتوا - امرالد 2017

Abstract

Purpose – This study aims to investigate whether organizational commitment in small and medium-sized family enterprises (FSMEs) is associated with their employees’ contextual performance. Design/methodology/approach – A quantitative and exploratory research approach was adopted focusing on FSMEs based in an inland region of Portugal. These were considered family firms, being owned exclusively by one or a small number of families. The data-collecting instrument was based on a questionnaire, with the final sample being composed of 101 employees. Findings – The results obtained allow the conclusion that in FSMEs, affective commitment has a positive influence on contextual performance, as employees in this firm segment have an emotional connection in the context in which they are situated. Practical implications – The authors can point out the fact that the strong association between affective commitment and employees’ contextual performance has a relevant role in FSMEs. Therefore, these firms must be aware of this type of organizational commitment, as affective commitment increasingly influences their employees’ and teams’ performance. Originality/value – The study contributes to advancing theory regarding the relationship between organizational commitment and contextual performance in small and medium-sized enterprises with a family structure. A new dimension of organizational commitment (Imperative) was considered in the family firm context.

5. Discussion and contributions

The results obtained in this study allowed some conclusions to be drawn: a great effect of affective commitment was identified. The existence of a significant level of commitment was to some extent expected, as in FSMEs, the owner’s proximity to employees can create a bond between them. However, normative and instrumental commitments were not shown to be significant. These types of commitment have very weak or even negative relationships with discretionary behavior by employees in family firms.

It stands out that affective commitment is associated with all constructs forming contextual performance. For example, the results suggest that conscientiousness can be influenced by affective commitment, which agrees with the evidence of Viswesvaran and Ones (2000) and Carlos and Rodrigues (2016). As people abstain from negative performance behavior, such as excessive absenteeism, breaking rules and work procedures, they devote more effort to carrying out their tasks, even when working together with others. In these cases, employees are always ready to help colleagues and perform tasks that are not related to their specific duties.

As for contextual performance, the four dimensions are found to be influenced also by imperative commitment. This dimension can facilitate performance, and in turn, employees tend to present greater organizational commitment. In this study, imperative commitment is related to contextual performance because of some employees having been in the family firm since its foundation, so these employees have a great feeling of security with regard to the firm, which goes against the imperative commitment of Sharma and Irving (2005). On the other hand, the results of this association agree with Meyer and Allen (1997), as the results suggest a strong belief in and acceptance of the family firm’s objectives, together with the wish to contribute to them.