How does normative commitment typically manifest in the workplace?

Normative commitment represents an employee's sense of obligation to remain with an organization. This form of commitment is often influenced by social norms, peer expectations, and societal pressures, which create a feeling that one should stay loyal to their organization. Employees with strong normative commitment generally believe that it would be wrong to leave their organization, perhaps due to the values instilled by their upbringing or the expectations of their colleagues.

For instance, employees may feel a moral responsibility to stay with their employer because of the opportunities they've been given or the relationships they've built. This contrasts with other forms of commitment, such as affective commitment, where an emotional attachment drives the employee's dedication, or continuance commitment, which is based on the perceived costs associated with leaving the organization.

The other options reflect behaviors and attitudes that do not align with normative commitment. For example, employees leaving frequently suggests an absence of loyalty, while emotional indifference reveals a lack of connection. Additionally, making decisions based solely on personal gain indicates a selfish perspective that does not embrace the obligation to the organization. Thus, the manifestation of normative commitment as shaped by peer and societal pressures underscores the importance of social influence and moral responsibility in the workplace.