Den komplexa organisationstillhörigheten på konsultföretag

We investigated if organizational commitment at one consultancy firm differed depending on type of employment. The first hypothesis analyzed if organizational commitment differed among consultants due to type of employment (permanent and temporary employment). The second hypothesis explored if there was a difference in organizational commitment towards the consultancy firm among in-house employees and consultants. Data was gathered during two separate occasions. The first collection was among the consultants and the second one was from the inhouse employees. In total 121 consultants and 67 in-house employees participated in the research. The result showed no support for the first hypothesis, however there was partly support for our second hypothesis. There was a difference in affective and overall organizational commitment between the consultants and the in-house employees. Based on previous research on permanent and temporary employment it rather seems that the feeling of an uncertain employment can have an effect on organizational commitment. Furthermore, the complexity of consultant’s organizational commitment can probably have an effect on consultant’s commitment towards the consultancy firm. Further research needs to address how the type of employment affects organizational commitment among consultants.