Examples Of Antecedents Of Commitment

“Organizationally committed employees will usually have good attendance records, demonstrate a willing adherence to company policies and have lower turnover rates. In particular, their broader base of job knowledge and high level of customer service often translates to into loyal customers who buys more form them, Making referrals resulting in new customer and even pay a premium price.”

The way people act relects the way they feel about their jobs and it has a lot to do with their values and attudide about their workplace. Their job satisfaction and organizational commitment has to do with values in the workplace specifically with expectations, outcomes, acceptable behaviors those values are what an employee holds in regards to work.

The success of a major corporation depends primarily on the development and completion of its mission statement. In order to achieve success, make profits and remain competitive in today’s market. Most organizations accomplish its mission by hiring personnel with high integrity, trustworthy, and dedication. Organizations are proven to be more productive when there are employees who are totally committed to helping the company commitment for success. There are

In particular cases, the high rate of staff turnover and absenteeism are associated with low level of organisational commitment (Morrow, 1993). The employee who works on this level must be dissatisfied with the organisation; such an employee may stay because he or she needs to stay for the monetary benefits linked to the continuance dimension (Meyer & Allen, 1997). In simple words, it can be inferred that lower level of commitment is interconnected to continuance commitment among the three dimensions of commitment.

The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of

For the goal to be achieved, the team members have to have a certain level of organizational commitment. Team members who possess a strong affective commitment are less likely to be absent from work and are more apt to engage in behavior that promotes organizational unity which helps create a more productive and positive workplace (Allen, 2007). Also, employees who feel that their organization values their contributions and cares about their well-being can result in an increase of employees’ efforts to meet the organization's goals through greater attendance and performance (Eisenberger, Huntington, Hutchison, and Sowa, 1986).

Steers, R. M. (1977) ‘Antecedents and outcomes of organizational commitment. Administrative Science Quarterly’, 22 (1), 46-56.

Current studies indicate that job satisfaction brings relevance to organizational responsibility that affects employee commitment. Researchers determined that workplace experience is a direct correlation to job satisfaction and commitment. It is believed that job satisfaction is an important component in maintaining commitment. Commitment is an important factor in getting a person to stay with their organization. Committed employees are more than likely to consent to organizational goals. Employees who remain committed to the organizational objectives, are more likely

A commitment is a loyalty, a positive attitude towards working hard for someone. Commitment is a kept promise. Our local electrical cooperative work hard so the lights stay on. It takes a crew of people to make sure this happens. From the workers who set up the electrical poles, maintain then, the office workers who deal with the paperwork, organization, and even the customers. The commitment can be seen if a horrible storms hits the community and for example a transmitter gets knock out. The dedicated workers move out to fix the problem, as fast, efficient, and proper as they can.

Reviewing types of commitment, I can tell that I experienced all three of them through different stages of my career at Dow. During my first two years, I definitely felt an emotion-based affective commitment, which defined as the desire to stay with the company due to an emotional attachment to the organization and its employees. With this commitment, employees stay because they want to (65). I was hired with two of my friends from high school, so be able to work with them and building closer relationships was a big emotion-based factor. Other factors that made me want to stay there was the professional atmosphere, flexible work hours, friendly coworkers, goal-driven job duties, and supportive supervisor. Having co-workers that thank me for everything I do, motivates me to do my best at all tasks and built a desire in me to exceed others’ expectations through my performance.

The fourth way is to help the company increase employee commitment and engagement. In addition to increasing productivity, companies want to ensure that their employees are committed and engaged to the organization. This will produce employees that put more effort and take pride even in the smallest of tasks, employees that are constantly thinking of ways to better improve their productivity, and employees that motivate and inspire other employees that may have a negative attitude about the organization.

The employees feel that they have greater responsibility and trust put on them, this can generate greater participation, commitment, and a better job performance.

The main difference between organizational commitment and job satisfaction is that while organizational commitment can be defined as the emotional responses which an employee has towards his organization. Job satisfaction is the responses that an employee has towards any job. In other words, while an employee has positive feelings towards the organization, its values and objectives, it possible for him to be unsatisfied with the job he or she has in the organization (Celik, 2008).

Organizational commitment is critical to organizations due to the desire to retain a strong workforce. Organizations want to know why employees stay or leave their organizations so if correction is needed they have some tools to proceed with the correction. High turnover of employees in an organization can determine if an organization is successful or not. While turnover is related to all three areas of commitment researchers have determined that Affective commitment is one most associated with absenteeism and organizational citizenship (Williams J. 2004).

Employee engagement and commitment we learned is a common theme that encompasses employee satisfaction and pride in their employer. When an employee becomes dissatisfied in their position, we know this has a direct impact on company turn over. What is