GLOSSARY

Organisational Commitment

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Organisational commitment is an employee's psychological attachment to the organisation, and it impacts job satisfaction, job performance, and even intention to stay. There is research to support the idea that employees with high organisational commitment are less likely to leave the employer and more likely to contribute positively to the workplace. There are three basic forms of commitment to an organisation: affective commitment, continuance commitment, and normative commitment.

Employees of organisational attachment will stay longer, perform better, and have a more positive contribution to the organisation as a whole. A study found that the health professionals in public hospitals reported an organisational commitment mean score of 48.8% . Individual health professionals' organisational commitment mean scores were higher and associated with being satisfied with recognition, work climate, support from supervisors, and workload.

What is Organisational Commitment?

Organisational commitment is the psychological link that employees build with their employer, representing their loyalty, attachment, and intent to remain part of the organisation. It indicates how closely the employees identify with the organisation as well as how much value they place on being part of it.

Organisational commitment is critical to the retention of talent. Employees who feel a sense of belonging are less likely to leave, which will reduce turnover and create stability in the workplace. Additionally, this commitment helps to synchronise employee goals with the organisation.

The overall purpose of organisational commitment is to develop a workforce that is motivated, satisfied, and engaged in work. It develops trust between employees and employers while also ensuring commitment in the long run, which is critical for organisational growth and success.

The most common theory of organisational commitment was proposed by Meyer and Allen. In their three-component model, they divide commitment into three categories:

  • Affective Commitment (emotional attachment to the organisation).
  • Continuance Commitment (staying for economic reasons or costs of leaving).
  • Normative Commitment (feeling obligated to stay).

This means that an employee may remain at an organisation for an emotional reason, a practical reason, or a moral reason.

What are the Factors that Influence Organisational Commitment?

Organisational commitment takes time to develop rather than developing immediately. It is constructed by processes and factors that affect positive feelings that employees have about their job and organisation. When these processes and factors are evident, then employees are much more likely to commit to their work and organisation.

factors of organisational commitment

1. Job Satisfaction

When employees are satisfied with their work environment , salary, and responsibilities, they are likely to have higher commitment. Each of these aspects, when satisfied, leads to positive feelings, and with positive feelings, people develop attachment. Job satisfaction reduces turnover and develops loyalty over the long term.

2. Leadership Style

Leadership styles of supportive and transparent leaders cultivate trust, which leads to commitment. Employees will commit more to an organisation when they feel encouraged by their leaders and when their contributions are appreciated. Good leaders develop motivation and attachment to the organisation's goals.

3. Career Development Opportunities

Opportunities for advancement, as well as opportunities for training and skill development, affect levels of organisational commitment. Employees want to feel motivated to stay with the organisation, and seeing a future with the organisation does that for them. If there is a clear path for development in the organisation, and the employee has confidence that their input will be rewarded, they are more likely to commit.

4. Work-Life Balance

Flexibility in work hours, remote working options, and acknowledgement of employees' personal lives increase the levels of satisfaction that contribute to their long-term commitment to the organisation. When employees know they have a healthy work-life balance, they will want to be productive at work, rather than feeling overworked or exhausted.

5. Organisational Culture

A positive culture creates a workplace in which employees feel their values are respected, supported, and acknowledged by the company, which fosters commitment and loyalty from all employees. Employees become proud to work in an environment dedicated to inclusion and fairness.

What are the Types of Organisational Commitment?

Organisational commitment is the level of connection an employee has to their organisation, influencing whether they will remain, whether they will do work, and how often they will try to actively participate in the organisational goals. Below are the types of organisational commitment:

types of organisational commitment

1. Affective Commitment

This type of commitment is based on emotion. Employees remain with the organisation because they genuinely want to. Employees are proud of their organisation, love the culture within the organisation, and are fully aligned mentally and cognitively with the mission, vision, and values of the organisation. Employees who have affective commitment are often the most engaged and thus the most motivated.

2. Continuance Commitment

Continuance commitment is predicated on and driven by the perceived costs to an employee of leaving. Employees stay because they feel they have to stay. This decision is usually based on salary, benefits, or the employee does not have another opportunity to go to. While the employee stays, they might not be in love with what they are doing.

3. Normative Commitment

This commitment is based on feeling a sense of duty or obligation. They stay because they believe they should. This commitment arises out of loyalty, gratitude, or similar cultural values. Even when better opportunities exist, they stay out of a sense of moral obligation.

4. Behavioural Commitment

Employees stay based on prior continuity, effort, and time invested in the organisation or role. For example, after spending years developing skills, a network of relationships, and a reputation, employees may not want to leave and "start over" in the next opportunity. Employees are motivated to stay out of loyalty to the previous investment made.

5. Transactional Commitment

This type is derived from a process of exchange between employee and employer. Employees stay for as long as they feel they are being fairly rewarded in terms of pay, recognition, or opportunity to advance in the organisation. When the organisation fails to meet the employees' expectations, employees are more likely to leave.

What are the Examples of Organisational Commitment?

Organisational commitment indicates the level of connection and loyalty to the organisation. This commitment is evident through daily actions, behaviours, and attitudes that positively affect both employee development and the company as a whole. Here are some examples of organisational commitment.

1. Commitment to the Organisation

Committed employees demonstrate loyalty to the organisation, even when faced with obstacles. They embrace and share the company’s values and mission, developing with the company. This is an important step to build trust and confidence in the workplace, reduce turnover by developing engaged employees, and strengthen relationships within the group.

2. Doing More than the Job

Committed employees often put in more effort than their actual job qualifications require. They typically volunteer to commit to projects such as mentoring a newly hired employee or bringing creative ideas to the project. This is a commitment to the organisation's success rather than one individual.

3. Supporting Team Goals

When employees are successful in aligning with team goals, they are collectively responsible, collaborate, support their coworkers, and share resources to help achieve a common result. Teamwork creates a culture of unity within and also contributes to the organisational performance.

4. Living Up to the Values of the Company

Following and promoting organisational values demonstrates commitment. This includes ethical behaviour, respect for each other in the workplace, and integrity in decision-making. When an employee acts in alignment with the company's values, they support an even better culture, as well as a positive and trustworthy culture.

5. Advocating for the Organisation

Loyal employees frequently adopt the role of brand ambassadors by promoting the organisation to the world around them. Loyal employees recommend their products or services and protect the overall reputation of the organisation. Organisations that have loyal employees reinforce their brand equity and promote employees' sense of inclusion.

How to Improve Organisational Commitment?

In any workplace, it is imperative to enhance organisational commitment because it develops commitment, loyalty, and motivation from employees. Employees who feel valued, respected, and supported are more likely to remain engaged in their workplace. Here are five strategies organisations can use to strengthen employees' commitment:

1. Encourage Open Communication

Employees are more committed to the organisation when they are listened to and kept informed. Two-way communication can help build the trust needed for effective working conditions, clarify misunderstandings, and help to achieve the organisation's goals. Open communication shows that employers value employee feedback and encourage them to share ideas.

2. Recognise and Reward Employees

Acknowledging the efforts of employees, small or large, will motivate them to succeed beyond their understanding. Rewarding employees, monetary or non-monetary, helps improve morale and sustain continual, positive behaviour. However, continual recognition reinforces the transaction for employees to reinforce them to feel valued and committed.

3. Offer Opportunities for Growth and Learning

Employees are more committed when they see a path for personal and professional growth. Training, mentoring, and career/educational programs give your employees skills and demonstrate your interest in their long-term future at your company. This increases loyalty and retention.

4. Create a Positive Work Environment

A supportive and inclusive organisation can enhance job satisfaction and respect for all employees. It creates a foundation of teamwork, respect, and balance between work and life. This makes employees feel valued, which creates stronger feelings of motivation, belonging, and commitment to the organisation.

5. Involve Employees in Decision-Making

Involving employees in decision-making makes them feel involved and increases their engagement in the process. This level of engagement fosters trust, accountability, and ownership. Consequently, their commitment and allegiance to the success of the organisation are increased.

How to Measure Organisational Commitment?

By measuring commitment, organisations can better ascertain levels of employee loyalty. This typically occurs via measures such as surveys, interviews, and feedback tools. Here are some keyways to measure it:

1. Employee Surveys

Structured surveys can be used to gauge levels of job satisfaction, motivation, and loyalty. Direct measures of commitment and employee engagement provide insight into employee sentiment and overall commitment levels.

2. Performance Appraisals & Feedback Systems

Using regular performance appraisals and digital feedback systems (e.g., 15Five or Lattice) enables managers to determine how well employees are aligned with organisational goals and values.

3. Employee Absenteeism & Resignation Analytics

HR tools can, and regularly do, track patterns of employee absenteeism and resignation. High rates of absenteeism or resignation are often tracked and measure levels of commitment to the organisation.

4. Pulse Surveys & Engagement Applications

Innovative tools (e.g., Culture Amp, Glint, or Office vibe) measure employee engagement in real time, which allows for continuous tracking and improvement of employee commitment to the organisation.

5. Meyer & Allen’s Commitment Multidimensional Scale

The organisational commitment scale is a widely utilised and standard scale that measures affective, continuance, and normative commitment. Employees are asked to respond to statements on a scale, thus providing a clear understanding of attitudes and intentions.

What is the Difference Between Organisational Commitment and Employee Engagement?

Organisational commitment and employee engagement are related but not the same. Commitment is about loyalty and attachment to the organisation, while engagement is about how actively employees contribute to their roles and tasks.

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