Organizational seduction: Building commitment to organizations

Abstract

uganizations value loyalty and commitment from their members. The more dedicated and loyal members are to an organization, the harder they are willing to work for it and the more stress they are willing to endure on its behalf. If high levels of individual commitment are integral to effective organizational functioning, then the development of such commitment is an essential component of any organizational socialization program. However, loyalty is becoming a major problem for many organizations. It used to be that loyalty was simply expected of employees; it was part of the unwritten contract between employee and employer. Fidelity and hard work were exchanged for salary, benefits, and job security. But times have changed. Companies that used to be able to depend on loyal, dedicated employees are now faced with rapid employee turnover and defection in the managerial ranks. The generation of “organization men” (and women) has been replaced by the “me first” generation, many of whom are trained as