Free Organizational Commitment Survey

This question assesses an employee's emotional bond with the company, indicating the depth of their commitment and loyalty. High levels often correlate with positive employer branding.

This measures employees' willingness to serve as ambassadors, reflecting their commitment level. A strong recommendation signal often predicts higher engagement and retention among peers.

This item explores readiness to accept challenges, reflecting commitment strength in action. It signals willingness to prioritize the organization over comfort.

This captures how deeply employees integrate the organization into their self-concept. A strong identity link often boosts long-term retention.

This forward-looking question assesses anticipated tenure, offering predictive insight on turnover. It helps pinpoint stability within the workforce.

This item measures value congruence, a driver of both satisfaction and commitment. Alignment often leads to enhanced morale and reduced conflict.

This question uncovers emotional connection to organizational objectives. Strong alignment with goals fosters engagement and discretionary effort.

This assesses extra-role behavior motivated by commitment rather than obligation. High scores frequently correlate with proactive contributions.

This measures verbal endorsement, reflecting both pride and loyalty publicly expressed. Advocacy can drive recruitment and strengthen culture.

This directly captures loyalty sentiment, central to commitment theory. Strong loyalty often predicts higher performance and reduced attrition.

Evaluates belongingness, reflecting emotional integration into the team. It's a predictor of overall organizational engagement.

This item connects personal purpose with organizational mission, measuring emotional resonance. High alignment can drive motivation.

This assesses positive feelings derived from collective achievements, boosting morale. Recognition of success fosters deeper commitment.

This question captures anticipation and eagerness, core facets of affective commitment. Enthusiasm often reduces absenteeism.

This measure explores potential regret, indicating emotional investment. Fear of loss highlights strong attachment.

This item assesses perceived recognition, reinforcing emotional bonds. Feeling appreciated drives continued commitment.

This captures support from colleagues, a social factor strengthening commitment. Strong interpersonal ties enhance retention.

This measures emotional attachment to objectives, highlighting motivational alignment. Commitment to goals often leads to proactive behaviors.

This item gauges enjoyment in collaboration, reflecting affective ties. Positive teamwork experiences sustain long-term loyalty.

This question links job role to professional identity, indicating deep personal investment. High identity reinforcement suggests sustained commitment.

Assesses perceived lack of alternatives, a key factor in continuance commitment. Employees feel bound by necessity when options are limited.

Measures dependency on benefits, highlighting tangible costs of leaving. Benefit reliance can be a critical retention lever.

This item evaluates perceived costs, informing retention risk. Understanding cost structures helps tailor retention strategies.

Captures sunk-cost reasoning, indicating why employees stay. High sunk costs often decrease turnover intentions.

Assesses perceived job market barriers, reflecting commitment driven by lack of alternatives. Insights can guide career development offerings.

Measures concerns over seniority loss, emphasizing tenure value. Seniority considerations often influence departure timing.

This item quantifies relational investment, a subtle continuance factor. Strong social bonds can create retention inertia.

Compares current advantages versus leaving, clarifying decision drivers. Benefits analysis guides compensation strategy.

Evaluates perceived effort required to transition, illuminating barriers. High transition cost often locks in employees.

Measures dependency on growth opportunities provided, highlighting professional investment. Development paths can be retention anchors.

Captures moral duty aspect, central to normative commitment. Understanding ethical obligation informs cultural initiatives.

This scenario-based question measures loyalty-driven guilt, a normative indicator. Guilt can motivate sustained performance.

Assesses team-focused obligation, reflecting social contract loyalty. Peer influences often strengthen normative ties.

Measures reciprocity for organizational investment, a key normative mechanism. Employees who feel invested in are likelier to reciprocate.

This item explores gratitude-driven loyalty, highlighting emotional indebtedness. Recognition of care fosters normative bonds.

Evaluates belief in loyalty norms, illuminating personal values. Strong loyalty norms predict persistent commitment.

Measures organizational reputation protection, reflecting sense of obligation. Reputation stewardship can be a powerful motivator.

Assesses responsibility toward incoming staff, indicating stewardship values. Mentorship sense often reflects normative depth.

Captures obligation during hard times, highlighting solidarity. Staying through adversity demonstrates strong moral commitment.

Evaluates perceived importance of loyalty for growth, linking obligation to career outlook. Normative commitment can guide retention planning.

Measures dedication at the task level, reflecting job-specific commitment. High dedication often correlates with job performance.

Assesses impact of role on growth, linking commitment to career pathways. Growth alignment boosts job satisfaction.

Evaluates prioritization of job tasks, indicating focus on role success. Commitment to tasks can reduce distractions.

Captures perceived centrality of position, reinforcing professional identity. Role centrality often strengthens commitment.

Measures eagerness for skill development, reflecting investment in role. Continuous learning links to higher job satisfaction.

Assesses responsibility for output quality, tying commitment to accountability. Personal accountability drives performance.

Evaluates willingness to go beyond formal duties, indicating proactive commitment. Extra-role behaviors signal strong engagement.

Measures value of constructive feedback, reflecting growth mindset. Openness to feedback sustains development commitment.

Captures consistency in task dedication, indicating stable commitment. Stability reduces performance variability.

Assesses long-term intentions, highlighting future-oriented commitment. Career planning in role supports retention.

Assesses emotional attachment per Meyer and Allen's affective dimension. It determines how emotionally invested employees are.

Measures anxiety about possible separation, reflecting continuance anxiety. High anxiety indicates perceived cost of leaving.

Captures perceived disruption cost, a continuance factor. Understanding disruption helps in crafting retention programs.

This directly measures normative obligation, a key model component. Felt obligation can sustain tenure through change.

Included as a reverse-coded item to detect potential response bias. Reverse items ensure response consistency.

Evaluates perceived lack of alternatives, aligning with continuance commitment. Options scarcity can trap employees.

Measures loyalty deservingness, reflecting normative belief. Feeling worthy of loyalty indicates mutual respect.

Assesses sense of duty, tying normative commitment to decision-making. Sense of duty supports adherence to organizational goals.

Captures absorption in company mission, central to affective commitment. High absorption predicts discretionary effort.

Explores perceived poor fit of other options, reflecting continuance choice. Negative view of alternatives cements retention.