business & economics > human resources & personnel management
Organizational Commitment im Fokus der Personalentwicklung
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Diplomarbeit aus dem Jahr 2008 im Fachbereich Führung und Personal - Sonstiges, Note: 1,0, Universität Bayreuth, Sprache: Deutsch, Abstract: Früher galten Flexibilität, befristete Arbeitsverhältnisse und kurze Karriereplanungen als Antwort auf steigenden Wettbewerbs- und Kostendruck in Form einer Selektionsstrategie, die eine ständige Neubesetzung von vakanten Stellen forderte, anstatt Mitarbeiter im Unternehmen zu halten und diese dort weiterzuentwickeln. Besonders bei gut ausgebildeten und nachgefragten Fach- und Führungskräften sinkt die emotionale Bindung gegenüber ihrem Arbeitgeber. Konkrete Folgen der niedrigen emotionalen Bindung sind eine steigende Wechselbereitschaft der Leistungsträger, geringere Leistung und Produktivität sowie steigende motivationsbedingte Fehlzeiten. Solche gefragten Mitarbeiter entwickeln höhere Ansprüche. Job-Hopping tritt als Konsequenz häufig auf. Gro e Veränderungen in unserer Gesellschaftsstruktur verstärken diese Entwicklungen im Sinne des demographischen Wandels und des Fachkräftemangels. Eine expansive Konjunktur verstärkt diese Tendenz. Im Gegensatz dazu sind im internationalen Vergleich die Studienanfänger-, Studienberechtigten- und Absolventenquoten in Deutschland niedrig. Dazu kommt eine verstärkte Abwanderung von gut ausgebildeteten Menschen aus Deutschland. Im Zuge dieser Entwicklungen scheint eine Reaktion des HRMs darauf dringend notwendig zu sein. Um eine engere emotionale Bindung der Mitarbeiter an das Unternehmen zu erreichen, sollte auf alle möglichen Instrumente des HRMs zurückgegriffen werden. In der Literatur werden hauptsächlich zwei Vorhersagevariablen für die Bindung diskutiert, die Arbeitszufriedenheit und das Organizational Commitment. Diese Arbeit möchte einen Beitrag bei einer neuen Zielsetzung des HRMs leisten, indem sie folgende zentrale Frage zu beantwortet: Wie wichtig sind ausgewählte Antezedenzien für das Organizational Commitment im Bezug auf Organisationseinheiten im Vergleich bestimmter organi
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