Development of Organizational Commitment Based on the Social Exchange Theory

Abstract

Previous studies have often neglected the important factor of risk perception in examining the development of organizational commitment. This is despite the fact that the employee-organization relationship has been recognized as a social exchange relationship and that organizational commitment is a behavior developed while the process of such exchange relationship is established. Based on related studies in economics and psychology, the key factors in the social exchange process such as risk perception and organizational trust were integrated into the development of employees' organizational commitment, which established a developmental mechanism model of organizational commitment based on the social exchange process.