Theory Of Organizational Commitment

2844 Words6 Pages
bulb-icon

Recommended: Absenteeism research introduction

2.1 INTRODUCTION
The first chapter of this dissertation has indicated organizational commitment (OC) as the way to improve a wide range of positive organizational outcomes and in curing turnover and absenteeism problems. It is vital to have a thorough understanding of the overall concept of OC. Therefore, the main objective of this chapter is to provide a review on OC based on an extensive search of existing literature.
This chapter starts with the theoretical background of OC and its definition in the current world. Different approaches of OC are then discussed and Three-Component Model will be presented in detail. This chapter progresses to evaluate the OC in the construction industry based on the existing literature. Finally, a summary is provided at the end of this chapter.
2.2 BACKGROUND AND DEFINITION OF ORGANIZATIONAL COMMITMENT (OC)
Commitment is a multi-foci concept. One may find commitment to the profession associations, the union, the work teams as well as commitment to the family, the state or religion, projects, values or career (Reichers, 1985; Baruch, 1998; Meyer & Herscovitch, 2001; Paillé, Fournier & Lamontagne 2011). OC is one of the five forms of work commitment indicated by Morrow (1983) and has been conceptualized in different constructs, definitions and interpretations to better understand the intensity and stability of an employee’s dedication to the organization (Cohen, 2007; Singh & Venugopal, 2008).
The earliest attempt of the conceptualization of commitment is by Becker’s (1960) side-bet theory. He argued that an individual is committed in an organization is because of the hidden investments. The threat of losing these investments, along with a perceived lack of alternatives to replace or make up for th...

... middle of paper ...

...onship is essential in undertaking project tasks to attain the goals. To the QS, goal attainment within the work group creates a positive influence to be a member of the group. Hence, QS is likely to gain or maintain their membership in the group (Chiu & Ng, 2013).
In order to achieve the desired attitude and behavioural changes among employees, it is essential to understand the objectives, expectations and goals of the organization and the employees (Mohyin, Dainty, & Carrillo, 2009). Failing in understanding what employees require and expect from the employment relationship will often lead to the deterioration in commitment and loyalty and thus increase employee turnover (Loosemore et al., 2003).
This reflects a need in studying the antecedents of OC among QS, by looking at QS who work in different consultant and construction firms to fill the gaps in knowledge.

Show More
Related

  • Powerful Teams: Miami Heat

    1954 Words  | 4 Pages

    ... Factors affecting employees’ organizational commitment–a study of banking staff in Ho Chi Minh city, Vietnam. Journal of Advanced Management Science 2(1), 7-11

    Read More

  • The Mayo Clinic: A Performance Management Assessment

    2102 Words  | 5 Pages

    ... Vandenberghe, C. (2004). Employee commitment and motivation: A conceptual analysis and integrative model. Journal of Applied Psychology, 89(6), 991-1007. doi:10.1037/0021-9010.89.6.991

    Read More

  • Analysis Of Social Movement Continuity: The Women's Movement In Abeyance

    2214 Words  | 5 Pages

    Commitment is used on behalf of the social movement organization to maintain commitment to their ideas insuring people will do whatever is necessary to maintain the group. Taylor is quoted on page 765 of “Social Movement Continuity: The Women’s Movement in Abeyance” saying “…groups characterized by high commitment are more likely to retain participants and to endure.” By an organization having a high level of commitment, especially when that level of commitment is shown to the other supporters of the organization by the leaders of the organization, it shows the world how much the supporters of the organization care about the social issue in question. However, there seems to be a fine line between getting the idea amount of purposive commitment and driving supporters away. “Organizations that insist upon high levels of purposive commitment and make stringent demands of time and financial resources cannot absorb large numbers of people. They are, however, good at holding constant those members that they have.” The quotation outlines the idea that how when an organization has high level of demand and requests high levels of commitment financially and timewise, the organization will not obtain and maintain high numbers of supporters. These organizations are good at keeping constant the supporters they have, but are unable to attract larger numbers of supporters

    Read More

  • Dilemma between Autonomy and Direct Control within Mangerial Control in Current Organisation

    2533 Words  | 6 Pages

    Allen,N.J. and Meyer, J.P. (1990) `The measurement and antecedents of affective, continuance and normative commitment to the organization' Journal of occupational Psychology in L. Fulop and S. Linstead, Management: A Critical Text, Macmillan, South Yarra, 1999, pp 259

    Read More

  • Person-Organization Fit Theories

    1190 Words  | 3 Pages

    Earlier research by Bhattacharya and Sen (2004) showed that informing stakeholders is the only way to positively influence the attitude and behaviour of stakeholders regarding the organization and its CSR policies and/or business activities. Positively influence of the attitude and behaviour of stakeholders is also important organisations want to attract highly skilled and qualified workers. This is important because “the success of a business ultimately relies on the type of employees who work there (Blackman, 2006, p. 367)”.

    Read More

  • Employability and protean career

    1760 Words  | 4 Pages

    Briscoe J.P and Finkelstein L.M (2009) “The new career and organizational commitment: do boundaryless and protean attitudes make a difference” Vol 14 no 3, pp.242-260 Available through University of KwaZulu-Natal, http://research.ukzn.ac.za

    Read More

  • Advantages of Maintaining Employees' Loyalty

    1501 Words  | 4 Pages

    Omar, M. W., & Jusoff, K. &. (2010). Employee Motivation and Its Impact on Employee Loyalty. World Applied Sciences Journal 8, 8(7), 871-873.

    Read More

  • Believe in Love at First Sight

    1135 Words  | 3 Pages

    I do have to admit that sometimes this can be extremely difficult and may leave one feeling a bit vulnerable. Commitment is the ability to take a risk and to accept the possibility of disappointment or pain. Again, I have to agree that commitment can be demanding, but to look on the bright side, it can also be rewarding. To be able to stay in ...

    Read More

  • Employee Disengagement

    848 Words  | 2 Pages

    ... main objective, which would be to help the organization succeed. When one employee is confident in the organization, they often become the leader of the group and other employees will confine in them to become more engaged in their tasks as well as to become more motivated. A disengaged employee can bring down employee morale within the entire organization, as well as negatively affect the organizations profits and reputation. This is because when an employee does not engage in their job performance it brings down the entire workforce. One negative employee can affect the quality of work that other team members produce, because employees feed off one another ambiances and when one person does not have a constructive mood, other employees mood changes, and then essentially you have an organization that went from being ahead in its department to a downward spiral.

    Read More

  • Commitment Definition

    1014 Words  | 3 Pages

    Commitment takes hard work day in and day out, and once I have committed myself, there are no days off. Every day I need to come physically and mentally

    Read More

  • Managers Should Do Everything They Can To Enhance The Job Satisfaction Of Their Employees

    1818 Words  | 4 Pages

    We must learn more about the conditions under which strong affective commitment will be most likely to influence behavior at work, and conversely, those under which the impact of commitment will be reduced.

    Read More

  • Commitment Essay

    807 Words  | 2 Pages

    Organizations spend significantly on the training of employees, related to job and development. It adds considerably in the efficiency of any organization. To retain capable employees and to make them committed, loyal and dedicated is a huge challenge for management (Murthy, 2014). The current settings of business are compelling organizations to adopt techniques and practices synchronized with challenges. Implementation novel management methods and practices are becoming crucial for all organizations in order to meet consumer’s demand and to survive in particular environment. Commitment toward organization is indispensable for triumph of every organization. If individuals are not devoted or loyal it is very hard for all organizations to fight against the pressures and challenges. It can be taken as a strength or potency for all organizations. A very old universal fact is known that in order to acquire something, an investment is required. Organizations should make available an atmosphere of work where an individual can practice satisfaction and contentment and this will eventually leads towards enhanced organizational commitment (Ms. Maryam Saeed Hashmi, 2012). Individuals committed towards organization produces efficient, proficient and effective results. It is an imperative for management to know or conscious about commitment. It is also observed that a

    Read More

  • Importance Of Organizational Behavior

    735 Words  | 2 Pages

    The goal of nearly every company or organization is to motivate those involved towards a unified vision and or goal. When an organization is able to identify the major individual variables that influence work behavior, they can offer an atmosphere that is healthy. Typically, all organizations experience the direct relationship between job satisfaction, and performance. In an effort to maximize the performance of staff within a system it is important to develop an optimal interpersonal chemistry. In order to be most effective, leaders in an organization must have a clear understanding of their employees,

    Read More

  • Commitment And Commitment In Marriage

    818 Words  | 2 Pages

    Relationships are mostly influenced by the established set of attitudes held by individuals. The mind-sets is everything that defines the level of commitment in any relationship. For example; to get workers turn up early yet keen and more productive, employers develop reward systems and recognition which in turn establishes, sustains and uphold a set of beliefs system and methods by the workers. These beliefs systems and methods are what modifies the mind-sets of the workers as such as it ultimately influences their level of commitment (Subjective) – short term. Where such relationship recognises the workers as co-owners, it objectively influenced the mindsets of workers to accept and appreciate their involvement for the long run or possibly life

    Read More

  • Lifelong Commitments

    921 Words  | 2 Pages

    I think a commitment is like a suntan - sometimes it's painful, sometimes it looks lovely on you, but either way, it will be with you for a while! I pride myself in making well thought-out commitments that best represent who I am as a person. Since each commitment shapes my future, I strive to keep my future in shape by committing to worthwhile causes such as knowledge, people, and the Truth.

    Read More

More about Theory Of Organizational Commitment

Open Document