Commitment in an organizational context: a SET-theoretic approach that provides management tools

Purpose Grounded on the social exchange theory (SET), this paper aims to analyze different networks of conditions that lead presence and absence total commitment, in its affective, continuance normative dimensions. Six – competencies development, empowerment, work-family conflict, trust, transformational leadership seniority are studied explore explain exchanges reciprocity relationships between organizations employees. Design/methodology/approach Using a sample 546 employees from Portuguese large companies, study uses fuzzy-set qualitative comparative analysis (fsQCA) how causal jointly link outcome organizational commitment. Findings The results show more configurations leading most favorable dimensions commitment (affective, commitment), which is positive sign for organizations. Employees' stands out all types reflecting affective emotional themes culture. Originality/value This makes an original contribution literature by showing alternative complementarity context SET, only possible through fsQCA. It also provides inputs practitioners who can adopt strategies measures develop paths successful outcomes (presence commitment) avoid those undesired ones (absence commitment).