Abstract
PurposeThis paper aims to find out the impact of enabling organizational control on employee affective organizational commitment. Moreover, based on self-determination theory, this paper also explains the process through which this relationship works.Design/methodology/approachThis paper has adopted an explanatory study using a cross-sectional design. Data was collected from the alumni of a business school in France using a survey strategy. Structural equation modeling has been used to validate the measure and to test the hypotheses.FindingsThe results of this study reveal that there is a positive relationship between enabling organizational controls and employee affective organizational commitment. Moreover, this study also shows that this relationship is mediated by the satisfaction of the need for autonomy.Practical implicationsThis study serves as a guide for the management to achieve organizational goals as well as employees’ organizational commitment.Originality/valueThis study enriches the literature in the field of organizational theory by showing the positive effect of enabling organizational control on employees’ affective commitment.
Published Version
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