Yuliya Potapova1, Vitaliya Klimukhina1 1 Dostoevsky Omsk State University, Omsk, Russian Federation Purpose. The study is devoted to the creation of a theoretical model of organizational commitment, taking into account the analysis of formation factors, components and related phenomena. Approach. The basis is the systematic approach of J. Meyer, N. Allen, the ideas of E. A. Alekseeva in line with the sociological approach to the analysis of commitment, the model proposed by M. Rodríguez-Fernández with colleagues. The model of organizational commitment is complemented by an analysis of the objects of its focus — the organization as a whole, the team and the leader, and activities. Findings. Based on a literature review, the authors propose a definition of organizational commitment and divide the factors of its formation into groups: the first is related to the individual characteristicsof the employee and his position in the organization; the second — with the characteristics of organizational culture and the features of interpersonal relationships built on its basis; the third isfocused on working conditions in the organization and their assessment through the prism of perceived organizational support and the psychological contract with the organization. Conclusions. A theoretical model of organizational commitment is proposed, which includes closely related phenomena: job satisfaction, loyalty, involvement and identification with the organization through their connection with the components of commitment. It was revealed that the most frequently mentioned factors inthe formation of organizational commitment are relationships with the manager, characteristics of the organizational culture, working conditions and their subjective assessment by the employee. Prospects. The results obtained indicate the need to continue work on the problem of organizational commitment in order to explore the phenomena described by foreign researchers, taking into account the business culture that has developed in our country, and also to clarify what exactly the factors (for example, gender, age, salary, etc.), the influence of which has been shown to be contradictory in various empirical studies, or no single point of view has been formed regarding its significance.

Citation: Potapova Y., Klimukhina V. (2024) Struktura i faktory formirovaniya organizatsionnoy priverzhennosti: teoreticheskaya model' [The structure and factors of organizational commitment formation: a theoretical model]. Organizational Psychology, vol. 14, no 3, pp. 117-146 (in Russian)

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