Shaken Bases: Impact of Changing Paradigms on Organizational Commitment and Organizational Citizenship Behavior

Abstract

The 21st-century business ecosystem is rapidly transitioning from the modern to the postmodern paradigm. This study examines the concepts of organizational commitment and organizational citizenship behavior within the context of the postmodern paradigm. At the same time, the study questions the efficacy and legitimacy of these concepts in addressing contemporary managerial and organizational challenges. This study is based on an exhaustive literature review and a meticulous examination and analysis of previous research on organizational commitment and organizational citizenship behavior within the framework of shifting paradigms. Adjustments in goals, restructuring of organizational structures, modifications in leadership understanding, and alterations in time perception cause conventional organizational behavior concepts such as organizational commitment and organizational citizenship to be problematized and questioned. The management and organizational approach of the previous century, which claimed rationality, objectivity, and universality, has been superseded by management and organizational approaches prioritizing concepts such as irony, parody, subjectivity, and locality. The concept of organizational commitment, which is a precursor to organizational citizenship behavior, is being replaced by career or professional commitment. Therefore, organizational citizenship behavior is fading away within the postmodern paradigm. Due to delays in grasping this transformation and transition process, administrators persist in defining and applying management policies based on modern paradigms, including their concepts, tools, and techniques.