Job stress in organizations is widespread. About half of all American workers feel the pressures of job-related stress. Extensive research shows that excessive job stress can adversely affect the emotional and physical health of workers.
Meyer and Allen created this model for two reasons: Meyer and Allen's research indicated that there are three "mind sets" which can characterize an employee's commitment to the organization.
Mercurio extended this model by reviewing the empirical and theoretical studies on organizational commitment.
Mercurio posits that emotional, or affective commitment is the core essence of organizational commitment. Meyer and Allen pegged AC as the "desire" component of organizational commitment.
An employee who is affectively committed strongly identifies with the goals of the organization and desires to remain a part of the organization. This commitment can be influenced by many different demographic characteristics: The problem with these characteristics is that while they can be seen, they cannot be clearly defined.
Meyer and Allen gave this example that "positive relationships between tenure and commitment maybe due to tenure-related differences in job status and quality"  In developing this concept, Meyer and Allen drew largely on Mowday, Porter, and Steers's  concept of commitment, which in turn drew on earlier work by Kanter Becker's "side bet theory"  Things like economic costs such as pension accruals and social costs friendship ties with co-workers would be costs of losing organizational membership.
But an individual doesn't see the positive costs as enough to stay with an organization they must also take into account the availability of alternatives such as another organizationdisrupt personal relationships, and other "side bets" that would be incurred from leaving their organization.
The problem with this is that these "side bets" don't occur at once but that they "accumulate with age and tenure". These feelings may derive from a strain on an individual before and after joining an organization.
For example, the organization may have invested resources in training an employee who then feels a 'moral' obligation to put forth effort on the job and stay with the organization to 'repay the debt.
But generally if an individual invest a great deal they will receive "advanced rewards". Normative commitment is higher in organizations that value loyalty and systematically communicate the fact to employees with rewards, incentives and other strategies.
Normative commitment in employees is also high where employees regularly see visible examples of the employer being committed to employee well-being. An employee with greater organizational commitment has a greater chance of contributing to organizational success and will also experience higher levels of job satisfaction.
High levels of job satisfaction, in turn, reduces employee turnover and increases the organization's ability to recruit and retain talent. Meyer and Allen based their research in this area more on theoretical evidence rather than empirical, which may explain the lack of depth in this section of their study compared to the others.
They drew off Wiener's  research for this commitment component. Critique to the three-component model[ edit ] Since the model was made, there has been conceptual critique to what the model is trying to achieve.
However, a collection of studies have shown that the model is not consistent with empirical findings.Biophilia, the innate human attraction to nature, is a concept that has been recognized for several decades by the scientific and design communities, and intuitively for hundreds of .
Review of Literature- Stress Management in it Sector. Dr. Review of Literature. Stress in an employee is very. individual in nature.
His study indicates about an optimum. In organizational behavior and industrial and organizational psychology, organizational commitment is an individual's psychological attachment to the benjaminpohle.com basis behind many of these studies was to find ways to improve how workers feel about their jobs so that these workers would become more committed to their organizations.
This report reviews literature on how stress affects performance generally and applies the most relevant findings to military operations and training. While some literature suggests a negative linear relationship between stress and performance, other literature implies that performance may in fact be optimal at moderate levels of stress.
Method. An integrative literature review was adopted to meet the objective of the study. This is a wider type of revision that includes both experimental and non-experimental research, allowing for the synthesis of multiple published studies and the development of a . Vocational rehabilitation and work resumption 1.
Background The aim of this chapter is to review the literature on vocational rehabilitation and work and , a per-cent increase in stress cases was reported by employee assistance programs, according to the managing director of the Canadian Institute of Stress (Bauer.