Possibilities of measuring organizational commitment

Below in the form of a non-exhaustive list I would like to introduce some questionnaires measuring the levels and types of commitment. As I described in the theoretical review, some researchers study so-called global commitment (also separating several areas of it), while others differentiate several dimensions. The different dimensions are very similar to the areas of the global commitment questionnaires.

1. OCQ (Mowday, Steers, Porter, 1979)

The questionnaire consists of 15 items and measures global commitment based on how an individual identifies with the values and norms of the organization, whether (s)he is ready for the big effort to achieve the goals, and how strong is his/her desire to maintain membership in the organization.

With regard to validity, commitment is positively correlated with satisfaction, perception of fairness in the workplace, and with LMX (leader-member exchange) [1]. A shorter version of this questionnaire with 9 items is also known.

2. Measuring affective, normative and continuance commitment (Allen, Meyer, 1990)

The questionnaire helps to measure the three-dimensional model created by the authors. In the original questionnaire, each component consists of eight items, while in the modified version (1997), there are only six items per component.

3. Measuring psychological attachment

O'Reilly and Chatman’s (1986) 12 item questionnaire, which measures the above mentioned 3 dimensions (interest, identification, internalization). There are eight items in the identification-internalization dimension and four items in the interest dimension.

4. Organizational commitment

Cook & Wall’s (1980) 9 item questionnaire measures a total amount of commitment through 3 dimensions: identification, involvement and loyalty, each dimensions consists of three-three items.

5. Organizational commitment scale (OCS)

Balfour and Wechsler’s (1996) questionnaire consists of nine items, measuring three dimensions of commitment (identification, belonging and switching).

The emergence and importance of organizational commitment in sports organisations

As we referred to at the beginning of this chapter, players (and also coaches) often mention commitment when their performance is being evaluated. For example, when Ivan Helguera left his club, Real Madrid thanked in a message his excellent performance for many years, highlighting "the players' high level of commitment to the club". However, at the same time, their great opponent F.C. Barcelona (which lost the championship at the last minute against Real Madrid in the 2006/2007 season) issued that one reason behind their failure is that some players were not sufficiently committed to their club. That is why a council of coaches and five players is planned to be operated to avoid similar cases in the future. It is also often heard that commitment towards the goals (leauge championship, international cups) is important for players when selecting a new team (maybe the best example for this is the French Thierry Henry, the biggest star of the international football transfers in 2007 [2]). This term is used very often, but what is behind it?

It can be certainly said: a club or team which wanted to achieve good results with purchased stars could rarely be successful. If they do not take time to introduce the club, the customs, its history, traditions and objectives [3] etc. to the player before contracting (as this is actually an essential part of the organisational socialization), or they do not make an effort on developing affective commitment to his club and team then they will start with a drawback in the race which characterize professional sports.

To develop commitment is not only important for the new and senior team members, but also for the junior ones. There are some clubs where it is considered important when selecting kids as well.

Here is a story which tells the recruitment of Liverpool F.C. 10-12-year-olds were playing against each other, both teams wore the club's official football kit (red and white). The whites were defeated 5-1 and one boy (otherwise not awkward player) began to cry. The coach walked to boy and asked why he was crying so much. The child wiped his eyes and said it was because he disgraced his uniform. The coach took the child and said: "We need you." Additionally to this story, the child was Steven Gerrard, Liverpool idol today, Champions League winner, a captain, and despite being persistently asked by many other clubs (offering a lot of money to him), he stayed in his club.