What does continuance commitment involve?

Continuance commitment is primarily about the perceived costs associated with leaving an organization. Individuals who exhibit this type of commitment stay with their company because they have weighed the consequences of leaving, which may include loss of benefits, job security, or the difficulty of finding similar employment. This type of commitment often arises when employees feel that they have invested too much in their current roles—such as time, effort, or resources—to make a transition worthwhile.

In contrast, other types of commitment involve different motivations. Loyalty based on social relationships pertains to affective commitment, where emotional ties to the organization play a significant role. The focus on emotional bonds reflects a dedication borne from personal connections rather than a calculated evaluation of costs and benefits. Lastly, a commitment that is only temporary suggests a lack of stability or certainty about one’s place within the organization, which contrasts entirely with the premise of continuance commitment that hinges on a strategic decision to stay based on perceived personal costs.