Titlebook: Highly Effective Behavior of Financial Consultants; Elfi Ettinger Book 2009 Gabler Verlag | Springer Fachmedien Wiesbaden GmbH, Wiesbaden

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Book 2009tative empirical research has shown that commitment can be differentiated into several forms such as affective, normative, or continuance commitment. That is, some employees are committed to their organization because they want to be (affective), because they need to be because of low alternatives (

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Discussion,vely analyzed individuals’ commitment based on attitudes or mindsets such as affect, obligation and perceived cost awareness of discontinuing a course of action (Becker 1960; Mowday et al. 1979; O’Reilly and Chatman, 1986; Morgan and Hunt 1994; Mayer and Schoorman 1998; Meyer et al. 2006; Van Dick et al. 2006).

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Significance of the Research,on organizational performance. This may be largely attributed to the challenge of gaining access to service firms so as to study committed interactions between consultant and customer. Not surprisingly, consultants are reluctant to share their effective work behaviors and secrets of success in locking-in customers.

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Conclusions,t is, indeed, researchable. Methodologically, this research showed that laddering interviewing techniques and means-end chain analysis are useful methods for exploring commitment behaviors, outcomes, and linkages thereof.

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