Attitudes to work — common mistakes

In exam questions, be precise. Don't just say 'commitment affects turnover'. Specify the type of commitment. For example, 'Low affective commitment is strongly linked to higher turnover intentions because the employee lacks an emotional bond to the organisation, making them more likely to seek alternative employment.'

No, they are distinct concepts. An employee can have a very strong work ethic (believing in the value of hard work) but low organisational commitment. For example, a consultant might work diligently on a project for a client company but have no emotional attachment or loyalty to that company and intend to leave once the project is finished.

Not necessarily. An employee might have very low affective commitment (no emotional attachment) but high continuance commitment (they can't afford to leave or have no other job offers). This person is likely to stay but may be less motivated and engaged than an employee with high affective commitment. This is why understanding the different types of commitment is crucial.

No. While the theory has historical roots in Protestantism, the term 'Protestant Work Ethic' is now used in a secular, cultural sense. It describes a set of values about work that can be held by anyone, regardless of their religious beliefs. It has become a general psychological construct to measure an individual's orientation and attitude towards the importance of work in their life.