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Commitment plays an essential role in organizing work outcomes. As long as employees show commitment to the organization, favorable outcomes can be seen. When specific factors lead towards dissatisfaction of employees, it results in negative work behaviors and performance. The current review is an attempt to highlight salient features of normative commitment so that it could help policymakers to control deviating behavior of employees. Review analysis shows that two-face theory does not support the bi-directional concept of normative commitment rather motivational theory supports the uni-dimensional concept of normative commitment. Furthermore, NC profile faces validity problems which two faces theory is failed to explain. Also, high NC/AC profile is not favorably related to positive work outcomes as compared to AC profile only. Normative commitment profile changes its effects on other commitment profiles. If AC is loud, NC profile is experienced as good duty face while, if CC is high then NC profile is experienced as indebted obligation face. At the end of the study, research implications have been discussed. Future scholars need to focus more on the two-face concept of normative commitment to getting a clear picture of this profile.
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In-Text Citation: (Masud, Daud, Zainol, Rashid, & Afthanorhan, 2018)
To Cite this Article: Masud, H., Daud, W. N. W., Zainol, F. A., Rashid, N., & Afthanorhan, A. (2018). A Critique of Normative Commitment in Management Research. International Journal of Academic Research in Business and Social Sciences, 8(11), 1172–1191.
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