MANAGING RELUCTANT STAYERS IN LOCAL GOVERNMENT ORGANIZATIONS: AN APPLICATION OF THE ABILITY-MOTIVATION-OPPORTUNITY FRAMEWORK
Keywords:
Toxic commitment;, Ability-Motivation-Opportunity (AMO) theory;, Local government organizations;, Human resource management;, Continuance commitmentAbstract
The purpose of this article is to present an integrated conceptual framework for managing “reluctant stayers,” or cases of “toxic commitment,” in local government organizations. The framework applies the Ability-Motivation-Opportunity (AMO) theory in conjunction with Meyer and Allen’s Three-Component Model of organizational commitment. This study focuses on employees who display high continuance commitment but low affective commitment, a condition that undermines work performance and the quality of public service delivery.
An integrative review of the literature demonstrates that toxic commitment emerges when employees feel trapped in their organizations due to external factors such as job security, benefits, or limited opportunities for alternative employment, rather than genuine identification with or affection for the organization. Employees in this category typically demonstrate reduced work engagement, diminished creativity, and reluctance to undertake extra-role behaviors.
The proposed framework employs AMO theory as a practical mechanism to address these challenges by implementing ability-enhancing, motivation-enhancing, and opportunity-enhancing practices with the aim of transforming continuance commitment into affective commitment. Applying this framework in local government organizations can improve service efficiency, lower the costs associated with employee turnover, and foster a more positive work environment. In doing so, it contributes to sustainable local development. Beyond its practical implications, the integration of AMO theory with organizational commitment research provides a theoretical contribution that can guide human resource management strategies in addressing the challenges of managing reluctant stayers while strengthening organizational effectiveness and employee well-being.
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