Organizational Behavior

Abstract

In this research experiment, I will create and conduct survey questions to determine if shared values and trust drive organizational commitment. Since organizational commitment is often confused with continuance commitment, survey questions will need to be well thought out in order for the experiment to be accurate. In conducting the survey, I will test my hypothesis through a method of surveying various individuals from different organizations. Once the survey has been conducted, I will then be able to collect the information and analyze it to compare trends in the survey results. Before I am able to properly analyze the data, I will need to filter the surveys that reflect continuance commitment, instead of organizational commitment, in order to prevent the results from being skewed improperly. I should then be able to draw a conclusion on the experiment to determine if my hypothesis is accurate.

Hypothesis

I believe that the results of the survey will lead to a conclusion that shared values and trust are large contributors to organizational commitment. Employees that trust their employer and share their values are more likely to commit to the organization, than to show continuance commitment. Trust refers to positive expectations one person has toward another person in situations involving risk. It is also a reciprocal activity: to receive trust, you must demonstrate trust (p.113). In addition, values are relatively stable, evaluative beliefs that guide our preferences for outcomes or courses of action in a variety of situations (p.14). In order for an individual to portray organizational commitment, they must display actions that enable the employer to trust them, while also gaining their own trust from the employer that their values are what drive the daily decisions to make progress for the future. Organizational commitment involves an emotional attachment, to gain