Organizational Commitment

 Organizational Commitment

Introduction

Organizational commitment is what binds the employees in an organization together. Employees who are committed usually feel they understand the goals of the organization, and they have a connection towards the organization. Public service motivation is an essential component of increasing organizational commitment. However, other management intervention approaches may be used to increase organizational commitment. Many companies and businesses are now adopting ways that may help improve the organizational commitment. However, other companies are still facing a lot of challenges while implementing the models for increasing organizational commitment. Therefore, this study analyzed the different ways in which a company can improve their organizational commitment.

Literature Review

Hanaysha’s “Examining the effects of employee empowerment, teamwork, and employee training on organizational commitment was adopted in this research to identify the different methods that can be used to increase organizational commitment. According to (Hanaysha, 2016), organizational commitment is the identification of relative individual strength and involvement with an organization. Commitment can also be associated with an employee having a strong belief in the organization and agreeing to the set values and goals. Willingness to put more effort into achieving the organization goals can also be defined as organizational commitment (Rae, 2013).

A more committed employee may be identified with their support to reinforce the organization’s global success. It is, therefore, the organization’s responsibility to ensure an improvement in organizational commitment. Some of the ways to increase organizational commitment include employee empowerment, teamwork, and employee training.

Employee Empowerment

Empowerment is an essential aspect in promoting the growth, productivity, and success of any organization. Employee empowerment is a motivation to increase employee performance by improving the involvement and participation of employees in decision making. Empowerment is built by developing motivation and trust, involving employees in decision making, and doing away with boundaries.

Employee empowerment is reported to have many advantages. Empowered employees have improved knowledge of their status and recognition. These employees can as well develop the motivational feelings which would help them acquire the necessary control and authority and hence apply the essential skills and knowledge while dealing with customer needs.the main aim of an empowerment program is to encourage sharing of responsibilities between employees and managers by granting the employees the power and authority. These employees will develop a positive attitude towards the organization, therefore, doing their best and performing well in the workplace. According to (), empowerment tends to increase the motivation in employees, thus, promoting job satisfaction, increasing productivity and loyalty, and reducing turnovers among the employees.

Employee empowerment has been identified as one of the main contributors to increasing organizational commitment over the years. Empowerment promotes organization success, which has a direct impact on job satisfaction, employee performance, and organizational commitment. A workplace environment that encourages the use of empowerment generally has a positive effect on the commitment of employees. From the discussions above, a hypothesis, H₁, employee empowerment has a positive impact on organization commitment, is proposed.

Recent studies show that employee training can affect job satisfaction and organizational commitment significantly. Training for more professional development also contributes to improved organizational commitment. Training would also lead to employee retention. Therefore, a hypothesis was proposed from the above discussion that, H₃, employee training has a positive impact on organization commitment.

Methodology

In this study, qualitative and quantitative research was used to validate the research findings. This study investigates ways to increase organizational commitment. Quantitative research offers an understanding of the relationship between the factors. The target respondents are employees and a few experts from the business sector. Face to face interviews was conducted with employees from Gartner company to gain a better understanding of what they have done within the past three years to increase organizational commitment. An online survey was also done, where 20 respondents were obtained. Questionnaires were also developed and given out to the target respondents.

Reference

Hanaysha, J. (2016). Examining the effects of employee empowerment, teamwork, and employee training on organizational commitment. Procedia-Social and Behavioral Sciences, 229(298-306), 298-306.

Nkosi, S. M. (2015). Effects of training on employee commitment, retention, and performance: A case study of a Local Municipality in South Africa. European Journal of Business and Management, 7(15), 104-108.

Rae, K. (2013). How perceptions of empowerment and commitment affect job satisfaction: a study of managerial-level effects. Accounting, Accountability & Performance, 18(1), 35.