1. Introduction
A continued globalization of markets, hostile takeovers and rapidly advancing technology has made it very difficult for the organization to achieve competitive advantage. Employees are one of the most important determinants and leading factors that determine the success of an organization in this competitive environment. Every organization must address its employee needs in order to maintain a productive work force. In today’s fast paced society turnover rate of the employees is quite high and employees keep switching among different jobs. One of the reason behind this that employee may not feel any sense of association with the organization and that they may not feel a sense of shared goals with the organization (Ackoff, 1999). Managers are interested in maximizing their workers’ level of commitment, as the costs of hiring and training new employees are high. Generally, it is expected that employees are more likely to stay with their organization and be highly committed when they can see a strong linkage between the organization and their work. One crucial reason of high turnover of the employees may be that the employee may not feel committed to the organization. When employees are dissatisfied at work, they are less committed and will look for other opportunities to quit. If opportunities are unavailable, they may emotionally or mentally withdraw from the organization. Thus, organizational commitment is an important attitude in assessing employees’ intention to quit and the overall contribution of the employee to the organization (Naser Shirbagi, 2007).
With the increasing speed and scale of change in organizations, managers are constantly seeking ways to generate employees’ commitment, which translates to ...
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Change affects more than just a program or a process within an organization, change affects employees, collecting data on employee’s readiness and willingness to accept a change will help leaders know if the organization is socially ready for change (Cole, Harris, and Bernerth, 2006). A change might be positive for an organization but if the employees who will be affect by the change are lost in the process then it could create a greater issue than not making the change. Leadership needs to communicate and inspire the employees to be positive toward the change, seeking to enhance their job satisfaction not make changes that will increase their desire to leave. This data is best collected early in the change initiative allowing leadership to properly cast the vision while addressing concerns. This requires leadership to create platforms for employees to engage in the change initiative freely (Ford, 2006). Employee attitudes can be measured through these dialogues providing leadership with necessary measureable data (Hughes, 2007).
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Therefore, based on the more positive wording of motivation to work as opposed retirement intentions (ie motivation to continue working), the predictions of the signaling theory and the social exchange theory and the empirical evidence. The second hypothesis is: H2. The positive relationship between HR commitment practices and motivation to continue to work is mediated by job satisfaction.
In the past 20 years, the technology has been improving as well as the behavior of human. Another change that has been significant enough in the workforce is the generation. Since the baby boomers is reaching the retirement ages, the workforce changes its face. During the change of the pace there are many issues regarding the younger generation. Though, the unprepared new labor force brings another issues to the most company. As the new age begin, the company is struggling with the high demand of spending and low output level from the employees. This event challenges the human resource management on the search of potential employees. The consideration breed the pros and cons whether to keep, train and improve or recruit and change the force. The essay will provides the thorough exploration to oversee the positives of developing dedication of the employees. The method will be used are research and case discussion. The objective of the written report is to provide an insight of the importance of loyalty from the employees.
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yes but the level appears that the level of satisfaction from employees with their place of employment seem to be dropping because of pay and promotion. Pay and Promotion are some of the major factors when an employee becomes unsatisfied with their position at their place of employment. Many employers are expecting more work from employees and are not being valued with more money or a more value based title. This is where Organizational commitment falls in an employee may feel the need to be committed to an organization based on the employee’s attachment to the place of employment. Many places of employment are now trying to see how they can better their place of employment for employees in order for them to be more committed to the organization. At my job we now have employment satisfaction surveys that come out every six months for employees. In these surveys the employee must answer a series of questions pertaining to how they feel about the job and its environment. This is an excellent way for the employees to voice their concerns as well as have the company listen to their concerns. This was also seen in the textbook and explained, Effective commitment is an emotional attachment to the organization and a belief in its values; while she disliked the job for whatever reasons, she did like her coworkers and had formed genuine friendships, so it was harder for her to exit because she had an emotional attachment to the
Additionally, employee satisfaction are directly correlated to employee commitment and the loyalty which again directly related with the business and work productivity (Papazisi, Raidén, and Sheehan, 1995). Smart leaders knows that keeping their employee satisfied and motivated are essential for their organization (Sher, Bakhtiar, Muhammad &Ali, 2010).
Employee turnover in organization is one of the main issues that extensively affect the overall performance of a workplace (Tariq, Ramzan and Riaz, 2013). Various studies show that employee turnover negatively affect the overall efficiency at the organization (Tariq, Ramzan and Riaz, 2013). Xiancheng, (2013) mentioned the employee turnover is a method of personal issues who decided to stop associate with the company for better advantage. There are two types of turnover which are voluntary and involuntary turnover. Voluntary turnover can be defined as the termination of the official and the psychological contract between the employee and employer (Krausz, 2002; Macdonald, 1999; Mclean Parks et al, 1999; Rousseau, 1995) while involuntary turnover inescapably lead to direct negative results such as current job is insecurity, work difficulty, and status fluctuation (Gowan and Gatewood, 1997). However, other researchers such as Haven-Tang and Jones, (2012) concluded poor management, lack of salary, bad working environment and paucity of job opportunities could be the highest causes of turnover among organization. This statement was support by Kusluvan et al., (2010) where is they had stated that poor management, low payment of salary, work environment and lack of employees’ job opportunities on the organization will make employee want to quit from their job. Turnover intention situation will appear when labour had feeling that they want to quit from current job, so voluntary and involuntary turnover will become final stage for them as their decision (AlBattat and Mat Som, 2013) but it is different for researchers such as Mosadeghrad, Ferlie and Rosbenberg (2013) when they conclude that employee turno...
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Motivation and continuous training of the total work force tells about the organisational commitment towards the improvement of the quality of the product and the services.