Building Organizational Commitment Strategies

This literature review explores the strategies for building organizational commitment in the workplace. It discusses the importance of job satisfaction, work motivation, work-life balance, retention, leadership, and corporate culture in maintaining employee commitment. The review also highlights the impact of these strategies on organizational productivity and competitive advantage.

Literature Review
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Literature review
Building organizational commitment strategies
According to Abu-Shamaa, Al-Rabayah and Khasawneh (2015), organizational commitment can
be defined as the employee involvement and also loyalty towards the assigned work. It helps in
gaining more importance in the present changing business environment. It can be said that
organizational commitment is impacted by the different tangible and intangible factors, internal,
external, and global and business environment factors. In the present era, there is high dynamic
working environment that create pressure on the companies to maintain the position and to bring
improvisation in their performance in relation to the competitors. So, it has been seen that
employees are considered as an important factor that can help the companies in attaining the
competitive advantage so the companies are considering the different strategies that can assist in
boosting the organizational performance in the highly competitive market.
It can be said that job satisfaction is the strategy on which the companies should emphasize as it
helps in maintaining the employee’s dedication level towards the assigned work. Job satisfaction
is known as the essential factor in relation to the work commitment. If the employees are
satisfied with their job then it would be easy to enhance the commitment towards the assigned
activities. Job satisfaction can also be affected by the different aspects such as job enrichment
and supervisor relations. It can be stated that job enrichment is a related with designing of the job
by vertical restructuring the authorities and responsibilities and also in this additional permission
and control is given to the employees. Job enrichment has a connection with the psychological
meaningfulness that helps in maintaining the commitment level of the employees towards thee
management operations. The next aspect is related with supervisor relations in that the emphasis
is given on the positive oriented relations such as listening to the concerns of workers and also
encouraging them can assist in influence the overall interest in the work. Therefore, it can be said
that job satisfaction can be defined as the way in which the perception level of the employees is
developed about their task. It is essential for the companies to emphasize on maintaining the
commitment level among the employees as it can assist in enhancing the commitment among the
employees in the workplace.
It has been argued by Mohan and Sharma (2015), work motivation can also be the strategy that
should be considered by the higher authorities so that commitment level of the employees can be
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Literature review
maintained. The work motivation can be related to the concept that is linked with the
organizational psychology and also with the behavior of company. It is essential factor that
maintained the effectiveness of the organization. Motivation can be defined as the different
emotional forces and needs that influence the behavior of the individuals. It can be seen that it is
used in organizational settings. If the employees in the workplace are motivated then there are
more chances of high commitment level among the employees but on the other hand if the
motivation level is low among the employee then it can affect the commitment and employee
motivation towards the work. Organizational commitment emphasizes on the organizational
productivity that helps to boost the success of the company but it can only be attained if the
employees are dedicated and motivated towards the assigned work. It is necessary for the higher
authorities to focus on considering the motivational technique so that commitment level of the
employees can be generated and also it will help in reducing the absentees in the workplace.
Motivation is the bet concept that influences the behavior of the individuals and also motivates
them to fulfill the expectation level of the management. So, it can be said that high motivation
level among the employees can assist in building the organizational commitment towards the
operational activities of the company.
According to Riaz and Hunjra (2015), it has been stated that work life balance is also the
essential factor that helps in building organizational commitment in the business. It is important
for the management to focus on maintaining work life balance so that the employees can give
time to their personal life and also to the operations of the company. The organizational
commitment is influenced by the work life balance and it should be maintained by the
management so that employees can give their best towards the overall work assigned by the
managers. The managers should consider the work life balance strategy that can help in boosting
the commitment level of the workers in the company. The employees in the workplace have the
heaviest job demand and least supportive work can lower the commitment level in the
workplace. The IT professionals should focus on implementing the organizational policies that
helps to boost the career development of the employees in the workplace. So, it can be stated that
the higher authorities should maintain the work life balance and assign the work according to the
capability of the employees so that it could be easy for them to manage their routine activities in
the business environment. The work life balance if maintained can influence the motivation level
of the employees and can assist them to participate in the overall activities of the organization.
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Literature review
Hence, motivation is the important aspect on which the focus should be given so that it could be
easy to control the routine activities of the organization.
According to Azeez,Jayeoba and Adeoye (2016), it can be said that employee’s commitment has
an important role in maintaining the survival of the business in the globalizing age. The company
that emphasizes on investing in the physical resources can enhance the employee commitment
and it is directly connected with the low turnover rate. The commitment of the workers in
relation to the activities is important for maintaining the efficiency of the overall activities
conducted in the workplace. It also helps in boosting the competitive advantage in the
globalizing business environment. The companies should focus on considering the strategy
related to retention as it will assist in maintaining the engagement level of the employees in the
workplace. If retention rate is high then it would be easy to maintain the dedication level of the
employees towards work and also it will assist in attaining the set goals and objectives of the
company. So, it can be said that retention strategy should be taken into consideration by the
management so that it would be easy to maintain the commitment level of the workers towards
the organizational objectives. This strategy can also boost the production level and also the brand
image of the company in the market.
In the article given by Atmojo (2015), state that leadership strategy is also the important
functions that can assist in maintaining the employee’s commitment. If leaders provide the right
direction to the employees then it will help in maintaining the satisfaction level of the employees
towards the work given by the leaders. It is necessary for the management to appoint the leaders
who can satisfy the needs and requirements of the employees and also give right direction in
relation to the assigned work. The leaders who consider the transformational leadership style also
influence the commitment of the workers towards the assigned work. It can be stated that the
leaders who consider the approach of transformational have the capability to align the overall
vision related with the subordinate’s ad also it fulfill the desires of the employees. So, the right
leadership style can also influence the commitment level of the workers in the workplace.
The article by Abdul Rashid, Sambasivan and Johari (2003), stated that organizational
commitment has an important role in the workplace and it should be maintained so that it could
be easy to attain the positive outcome. The management should focus on considering the
corporate culture as the strategy that can be used to generate the commitment level of the
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Literature review
employees towards the work. The culture of the company plays an essential role in maintaining
the relation of the employees and it also enhance the coordination of the employees towards the
assigned work. There is a link between the corporate culture and in the organizational
commitment level. It is important to maintain the culture of the company so that the positive
feeling can be generated among the employees towards the assigned activities by the higher
authorities.
By evaluating the different articles, it can be said that organizational commitment should be
there among the employees who are conducting the routine operational functions of the
company. If organizational commitment is not there then it can affect the growth of the company
and also impact the working pattern of the employees. So, there are different strategies such as
motivation, corporate culture and retention policy that should be considered by the management
so that growth can be attained in the business environment. These are the affective strategies that
can lead to boost the commitment level of the employees towards their work.
References
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Literature review
Abdul Rashid, Z., Sambasivan, M. and Johari, J., 2003. The influence of corporate culture and
organisational commitment on performance. Journal of management development, 22(8),
pp.708-728.
Abu-Shamaa, R., Al-Rabayah, W.A. and Khasawneh, R.T., 2015. The Effect of Job Satisfaction
and Work Engagement on Organizational Commitment. IUP Journal of Organizational
Behavior, 14(4), pp. 9-12.
Atmojo, M., 2015. The influence of transformational leadership on job satisfaction,
organizational commitment, and employee performance. International research journal of
business studies, 5(2),pp.86.
Azeez, R.O., Jayeoba, F. and Adeoye, A.O., 2016. Job satisfaction, turnover intention and
organizational commitment. Journal of Management Research, 8(2), pp.102-114.
Mohan, V. and Sharma, D., 2015. Organizational climate in relation to work motivation and
organizational commitment, 4(3), pp. 38-39.
Riaz, T. and Hunjra, N.A., 2015. Evidence of organisational commitment and work-life
conflict. E3 Journal of Business Management and Economics, 6(143), pp.12-15.
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