The Relationship between the Three Components Model of Commitment, Workplace Stress and Career Path Application to Employees in Medium Size Organizations in Lebanon

摘要: INTRODUCTION Work; previously defined as a series of duties to be fulfilled, is now regarded an intense source stress and trigger for high physical emotional pressure (Cohen, 2002). The American Medical Association claims that ninety five million Americans take anti-stress medications. Businesses also suffer from increased in the workplace by loosing around two hundred billion dollars per year caused productivity decline (Ornelas & Kleiner, 2003). Between these extremes, question remains where does employee commitment resides? And within circumstances, it still possible sustain selected career path? Some people might whether whole issue relevant this ever changing environment. Definitely, there enough evidence prove relationships between employees organizations are changing. However, fact doesn't challenge importance understanding how developed, influences type bond organizations. By complex relations, better position predict consequences change prepared manage them effectively (Meyer Allen, 1997). One major stress. Workplace well-known expressed differently with different work settings (Michael et al., 2009). Findings about levels related organizational have been diverse doubtful. ORGANIZATIONAL COMMITMENT Sheldon (1971, p.143) using psychological approach defines "... attitude or orientation toward organization which links attaches identity person organization". Kanter (1968) Buchanan (1974), both advocates well, believe attachment his has positive relationship commitment. interest study last decade because believed strong association job performance (Angle Perry, 1981), innovativeness (Katz Kahn, 1978), absenteeism turnover (Larson Fukami, 1984), effectiveness (Mathieu Zajac, 1990). It important differentiate scopes commitment, helps shedding light on depended variables such as, motivation perform good job, determination stay organization, rate, (Lee 2000). Thus, viewed result (antecedent) at same time cause (outcome) many issues. Despite various approaches conceptualization John Meyer Natalie Allen remain pioneers field. They started their research early 1980's. "psychological state" that: "Characterizes employee's implications decision continue membership organization." In order able states, developed "The three components model commitment: affective, continuance, normative". Affective Commitment can described he working for. degree identified involved organization. feeling belonging, connection, devotion (Mueller 1992). Affectively committed tend This builds up experiences out perceive themselves being supported treated fairly …