Age, Tenure, Resources for Control, and Organizational Commitment

Objectives A higher level of organizational commitment for older and more experienced workers has primarily been explained via exchange theory or a cohort effect. We use an agency-structure framework to explain that higher levels of commitment result from feelings of control in the workplace. Methods We examine this framework using data from a survey of 400 unionized factory workers in the Midwest. Results The relationship between organizational commitment and predictors is affected by worker career stage. Most significantly, the commitment for older and more experienced workers increases with high levels of autonomy, while the opposite is true for younger and less experienced workers. Conclusions When workers experience greater control at the point of production, they express greater organizational commitment. Although empowering for older and experienced workers, having freedom at work can be threatening or destabilizing for the younger workers, who may prefer more guidance.