The Concept Of Organisational Commitment Essay - 1622 Words

1: Introduction: The concept of Organisational commitment has received increased attention in the research literature recently as both managers and organisational analysts seek ways to keep the employees engaged and committed to their organisation. There is, in fact, no single definition of Organisation commitment. Typically, though, the emphasis is on three factors such as (1) total trust in and strong acceptance of the organisation’s objectives, and values, (2) a willingness and personal interest to exert considerable effort to attain the goals and values of the particular organisation, (3) a strong desire to remain as member of the organisation (porter et al., 1974). Thus Organisational commitment can be defined as the bond employee’s experiences within the organisation and towards organisation by establishing a relationship in psychological state. 2: Famous and remarkable definition of organisational commitment: Firstly, the relative strength of an employee’s identification with and participation in a particular organisation (Porter et al., 1974). Secondly, the psychological attachment and the degree to which the individual make subjective or personal characteristics of the organisation (O’ Reilly lll and Chatman., 1986). Thirdly, a psychological state that bonds the individual with the organisation (Allen and Meyer., 1990) 3: Organisational commitment’s conceptualization and measurement: In the organisational commitment’s literature, attitudinal and behaviouralShow MoreRelatedWhat Is Organisational Commitment And Why It Is Important?1240 Words   |  5 PagesWhat is organisational commitment and why it is important? The adopted definition for this study corresponds with definitions by Meyer and Allen (1991, p 67) (Allen, 1991)mentioned above. According to this definition organisational commitment â€Å"is a psychological state that characterises the employee’s relationship with the organisation, and has implications for the decision to continue membership in the organisation†. The second characteristic that is used to describe the concept organisational commitmentRead MoreMy Personal Opinion On Job Satisfaction1742 Words   |  7 PagesWhy did you choose this concept to research? In my personal opinion I believe job satisfaction is a very important attitude that every worker has about their job and that’s why it is extremely significant to fit the right candidate in the right position because if a worker has no interest in the position in where they have been placed, they might not put their greatest effort and it will reduce the workers aspiration to come to work. Also is an important part of peoples lives as most of them spendRead MoreBenefits of Employee Engagement in Organizations1022 Words   |  5 PagesOver the last decade, various scholars have defined employee engagement as a two-way relationship between the employer and the employee based on an intellectual commitment of the employee to the organisation (Baumruk et al, 2006; Shaw, 2005). As employees perform their role they expresses themselves physically, cognitive and emotionally (Kahn, 1990), they are psychologically present (Saks, 2005) and have a positive, fulfilling, work-related state of mind that is characterised by vigour (energy andRead MorePilkington: an Organisation in Transition Essays626 Words   |  3 PagesBritish Pilkingtown plc of which has been manufacturing glass within Australia since 1972. The company has built its reputation as a world-renowned glass manufacturer through its constant commitment to quality. Pilkington Australia has also built its success through other company policies such as its commitment to the environment strong OHS awareness. The glass industry Pilkington operates within is forever changing developing. Pilkington, in response, has since evolved from specialising inRead MoreThe Relationship Between Hrm Practices And Organisational Performance1538 Words   |  7 PagesThere is now a growing importance shown to the role that employees play in an organisation, as people, if managed well, can be a vital asset in helping to achieve organisational goals. People form the majority part and are essentially one of the key resources that aids the organisation in achieving its success. Inarguably, organisations would never be able to operate, yet alone flourish, without human resource. It is therefore imperative for organisations to put in place a comprehensive system thatRead MoreEmployee Performance And Achievement Of Organisational Goals1504 Words   |  7 Pages1 Introduction: 1.1 Background: Employee behaviours could often have an impact on organisational performance and achievement of organisational goals. In any organisation, its members could display varied behaviour where minimalists would contribute just enough to maintain affiliation while others may exhibit overt and discretionary behaviour which is beyond their stipulated job description and likely to benefit the organisation (Turnipseed and Rassuli: 2005). This latter behaviour where the employeeRead MoreLeadership Is Essential For Organisational Development1609 Words   |  7 PagesIntroduction: Leadership is vital for organisational development. A complex group of theories and constructs in addition to a spectrum of associated traits, skills and behaviour have been employed to describe leadership. This has generated an on-going debate amongst academics regarding the suitable definition for leadership including the appropriate approaches to participating in and learning about leadership (O’Connell: 2014). According to Katz and Kahn (1978) cited in Gronn (2008), leadership isRead MoreThe Aspects Of Trust Must Come Into The Play929 Words   |  4 Pagesaspects of trust must come into the play which explains about the leader who takes risk by delegating the work to his employees (Bauer and Green, 1996). LMX theory influences the organisational commitment and job satisfaction of employees and has great progress and impact on job satisfaction and organisational commitment in the study of leadership which show high level of relationship between leaders and subordinates (Graen and Scandura, 1987; Nystrom, 1990). It still fails, however, not in detailRead MoreEssay on Human Resource Development1689 Words   |  7 Pagesbe defined as any activity that contributes to the development of people working for an organisation. HRD is the framework for employees to develop their personal and organisational skills, knowledge and abilities. Development can be formal learning process such as in classroom training, a learning course, or a planned organisational change process; Or informal self-development orientation to engage in flexible, high performance organisations. Such processes include: Learning: formally designedRead MoreIlm Leadership859 Words   |  4 Pagescapability and performance in meeting organisational values and goals 2.1 Assess own ability to apply different leadership styles in a range of situations Assess own ability to communicate the organisation’s values and goals to staff in own area Assess own ability to motivate others and build commitment to the organisation’s values and goals 2.2 2.3 3 Be able to adopt an effective leadership style to motivate staff to achieve organisational values and goals 3.1 Justify the