Building Organisational Commitment

Running head: BUILDING ORGANISATIONAL COMMITMENT
Building Organisational Commitment
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1BUILDING ORGANISATIONAL COMMITMENT
Literature Review
Definition of Organisational Commitment
Organisational commitment has significantly emerged as one of the highly interesting
areas of organisational behaviours and management in recent years. Mcbain (2015) have
defined the concept of organisational commitment as the view of an organisation’s member’s
psychology towards his or her attachment to the very organisation for which he or she is
working. It plays a very important role in the determining whether or not the employee is
going to stay with the organisation loyally for a longer period and at the same time, will work
passionately towards achieving the organisational goals. Visagie and Diedericks (2018) have
opined that organisational commitment refers to the bond that the employees feel with their
respective organisation. The employees who are committed to their work places experience a
very strong link with their respective organisations. They are likely to understand the
organisational goals and objectives and give their best to achieve them. As per Jena (2015), a
determined organisational commitment can help in predicting the level of employee
satisfaction, engagement, their job performance and the distribution of leadership and other
similar attributes. It is very important to know the level of commitment of an employee
towards his or her work in order to assess from the management perspective in order to assess
their dedication level to the tasks that are assigned to them on a regular basis.
Type of Organisational commitment
Kim, Eisenberger and Baik (2016) have theorised there different components that
influence the level of connection among the employees to their organisation and they include
continuance, normative and affective commitment.
Affective commitment- The affective commitment represents the positive emotional
attachment of the employees to stay in the organisation and possess a strong and significant

2BUILDING ORGANISATIONAL COMMITMENT
identification with the organisational values and goals and values of the organisation.
According to Devece, Palacios-Marques and Alguacil (2016), the employees who are
committed with their organisational affectively want to stay a part of the organisation as of
the feeling of personal connection that they have with their friends and colleagues or because
of the pleasure and satisfaction that they experience from the affiliation.
Normative commitment- According to Karim and Noor (2017), the normative
commitment means the feeling of obligation of an employee to stay as a part or as a member
of the organisation for some ethical or moral reasons. For instance, the employee who is
normatively committed with his or her organisation feels obliged to stay with the company as
he or she received the tuition reimbursement of the company to study in the MBA program in
top university. As stated by Kim, Eisenberger and Baik (2016), such commitments results in
employees remaining in the organisation for longer time span as they think they should.
Continuance commitment- It is the desire of an employee to work with the company
as the cost of leaving the company are higher than the advantages (Khan, Naseem and
Masood 2016). For example, the employee who has long term commitment thinks that he has
earned a scholarship from the company for studying in the MBA program that he or she
needs to pay back if he or she will not continue the job for coming 4 years.
Role of Gender in Organisational Commitment
There are several studies that have attempted to identify the relationships in between
gender and the organisational commitment for examining whether male and female differ in
terms of commitment. According to the study of Kwan, Yim and Zhou (2015), men have
higher organisational commitment as compared to women. On the contrary there are several
studies that have discovered that the women have higher level of organisational commitment
as compared to the men (Visagie and Diedericks 2018).The employees who are committed to