Loyalty And Corporate Loyalty

old notion of corporate allegiance has faded. Maybe that’s not such a bad thing. (“ A Question of Loyalty,” 1991, p.8)
Loyalty is by no means dead. It remains one of the great engines of business success. (Reichheld, 1996, p.1)
Way back in the 1990’s , when the seedlings of the advent of the current phase of Information Technology and Telecommunications was getting planted in our lives, there was a slow but steady beginning of alteration in the way people started perceiving their opportunity of employment in organizations. A blind-folded loyalty to organization which was offering them employment, means of livelihood and earning them win the bread was also very slowly getting shaded by the brush of Job Satisfaction. Overtly or covertly, there was a distinct emphatic feeling generated among the youth that loyalty belongs to the erstwhile industrial era and there is overriding importance of what meaning one is deriving from the job one performs and what is the knowledge one is drawing or developing.
The area or subject of Job Satisfaction has always been drawing the practitioners and academicians of Human Resource

It is the employees’ commitment to the organization, referring it as Organizational Commitment. The opposite of commitment is Alienation , and Alienation is unhealthy.
One of the early times investigated approach to organizational commitment is the perspective advanced by Mowday and his colleagues, which emphasizes the employee’s affective ( feeling) bond with the organization (Mowday, Porter & Steers, 1982). This viewpoint asserts that it is characterized by (a) a strong belief in and acceptance of the organization’s goals and values ; (b) a willingness to exert considerable effort on behalf of the organization ; and (c) a strong desire to maintain membership in the