Types of Attitude

Continuance commitment is when a person really has to work for the company. They may be drowning in financial debt. For many reasons, a person may want to leave the organization for a better or different job opportunity. They stay within the organization because they are more established and cannot afford to take a loss on another job if salary and benefits do not meet expectation. Out of the three commitments I am in between normative and continuance commitment. Normative commitment at Belk would be not leaving the company because of the high turnover and the position that I recently moved to this past summer as a Karen Kane specialist. I know that I am a valuable employee to them and if I leave them without many associates to work the sales

“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.”

Organisational commitment can also be contrasted with additional work-related attitudes, such as job satisfaction, distinct as an employee 's approach about their job, and organisational identification. Meyer and Allen defines Organisational commitment is viewed as a psychological connection that individuals have with their organisation, characterised by strong identification with the organisation and a desire to contribute to the accomplishment of organisational goals (Meyer & Allen 1997).

Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.

Well-constructed employee attitude surveys can provide insight into organizational characteristics which impact employee behavior and organizational performance (Williams, 1998). Companies may use survey results to modify their management style, organizational culture, workplace characteristics, or incentives in order to improve worker satisfaction and overall productivity (Williams, 1998). Although the link between employee attitudes and actual work performance has been found to be somewhat inconsistent (Schleicher, Watt, & Greguras, 2004), research has confirmed at least a moderate correlation between job satisfaction and rates of employee absenteeism and turnover (Gibson, Ivancevich, Donnelly, & Konopaske, 2012).

There are three separate dimensions to organizational commitment: 1. Affective commitment is an emotional attachment to the organization and a belief in its values. For example, a Petco employee may be affectively committed to the company because of its involvement with animals. 2. Continuance commitment is the perceived economic value of remaining with an organization. An employee may be committed to an employer because she is paid well and feels it would hurt her family to quit. 3. Normative commitment is an obligation to remain with the organization for moral or ethical reasons. An employee spearheading a new initiative may remain with an employer because he feels he would “leave the employer in the lurch” if he left." (Robbins & Judge, 2011, p 77)

Job satisfaction is a very simple concept in organizational behavior. It is simply a yes or no question. Is an individual satisfied with their current employment.

In this study, job satisfaction will be operationalized using selected items from the 18-item Index of Job Satisfaction (IJS) developed by Brayfield & Rothe (1951). A 5-point Likert scale will be used to measure the outcomes ranging from the lowest indication of job satisfaction as 1 (strongly disagree) to the highest indication of job satisfaction 5 (strongly agree). This will

Organizational commitment is one of the two individual outcomes derived from individual mechanisms like job satisfaction, stress, motivation, trust, justice, ethics, and learning and decision making. These mechanisms and outcomes can be found on the integrative model of organizational behavior (OB). Colquitt, LePine, and Wesson defined organizational commitment in their Organizational Behavior 5th Edition book as the desire of an employee to remain a member of the organization (p 64).

Many may argue that job satisfaction and organizational commitment are the same, but they are actually different.

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).

Personal characteristics of workers also has an impact on job satisfaction. Job satisfaction increases age. Whites have greater job satisfaction than non-whites. The level of education is slightly negatively related to job satisfaction. If personal skills and abilities are not required by a job, job satisfaction decreases. When a person is more adjusted personally, they will be more satisfied with work. Most of all having a job with decent and fair wage may be the most important variable to job satisfaction. High job satisfaction is associated with low turnover and low absenteeism and with high commitment. Although the evidence is not conclusive, high job satisfaction is associated with high performance and prosocial behaviors.

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

Organizational commitment is a psychological attachment of an individual toward an organization. It is an emotional response that can be measured through people’s behaviors, beliefs, and attitudes. Committed employee as being one “stays with an organization, attends work regularly, puts in a full day and more, protects corporate assets, and believes in the organizational goals (Meyer & Becker, 2004). A committed employee contributes and devote oneself to the organization. Organizational commitment is the degree to which an individual embraces the values and goals of an organization (Somunoglu, Erdem & Erdem, 2012). Organizational commitment is the employees’ state of being committed to assist in the achievement of organization’s goals, and

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