Strategies for Organizational Commitment

This literature review explores various strategies that can enhance organizational commitment, including corporate culture, talent management, corporate social responsibility, employee retention, and leadership strategy.

Running head: LITERATURE REVIEW
Literature review

Literature review
“Strategies that are needed for organizational commitment”
It can be said that organizational commitment has an essential role in managing the overall
operations of the company in the highly competitive market. It has been said by Hanaysha
(2016), that the commitment level of the employees has positively impacted in accomplishing the
set goals. It is examined that committed employees in the workplace can help the company in
attaining the targets maintained by the company. If there employee engagement then there are
more chances of maintaining organizational commitment. It has been said by Harter that
engagement of the employees is necessary to attain positive business performance. It is important
for the companies to maintain high level of commitment so that loyalty and customer satisfaction
can be maintained. Also, it can be said that low level of employee engagement has negative
impact on the retention and dedication level of the employees. The companies that are
performing well ensure that the employees are motivated and also committed towards the
activities of the company. Employee engagement has positive effect on the commitment level of
the employees towards the work. The employees who are engaged put more efforts to work hard
and also they go beyond the expected work. It has been examined that the employees who are
engaged towards the activities maintain the working environment and also they influence the
physical and psychological well being at the workplace. Therefore, it can be said that
organizational commitment has an important role in maintaining the working pattern of the
employees and also it helps in accomplishing the positive outcome. It is one of the important
factors that help to manage the entire operational activities of the company.
It is examined by Abdul Rashid, Sambasivan and Johari (2003), that corporate culture is one of
the important strategy that can help in maintaining the organizational commitment. The culture
of the company has a great influence on the overall performance of the employees. It is seen that
the culture of the organization affect the commitment level as the employees are influenced from
the environment in which they conduct their operations. It has been said by Geiger that cultural
values boost the commitment level of the employees and also it positively affect the relationships
between commitment and performance. It is stated that corporate culture has the major affect on
the organizational performance. Culture enhances the overall commitment level of the employees
which also leads to the organizational success. The commitment level maintained by the
employees also has the positive implications on the managers and consultants in relation to
2

Literature review
management development and at last it boosts the performance of the managers in the
workplace. The corporate culture is related with the set of values and beliefs that emphasizes on
maintaining the core identity of the companies and also shapes the overall behavior of the
employees. The corporate culture acts as the cognitive map that influences the overall values and
norms of the individuals and also it enacts the events that takes place in the workplace. The
higher commitment level in the workplace always leads to high performance. It has been stated
that commitment helps in reducing the turnover rate and also the absentees in the workplace. The
companies also ended by being more stable and also it enhances the creative workforce in
relation to the overall operations. The organizational commitment was positively concerned with
return on asset. This simply states that commitment level of the employees can impact the
performance of the organization. It has also been found that the more committed employees
emphasize more on the return on shareholders. Therefore, it can be stated that there is a link
between the corporate culture and commitment. To maintain the commitment level of the
employees it is necessary to maintain commitment among the employees.
It is said by Deery and Jago (2015), that talent management is also one of the effective strategy
that has helped the company in managing the different efficient employees. Talent management
relates with the concept in which the skills and efficiency of the employees is maintained. It
helps the employees to give their best and to complete the assigned task with high level of
dedication and efficiency. This is one of the best techniques that can assist in maintaining the
overall growth and also profits of the company. It is examined that if there is organizational
commitment among the employees then they will work according to their talent and also they
will try that their given targets are fulfilled in an effective manner in the workplace. If the
employees who possess skills and have positive attitude work then it would be easy for them to
retain them in the workplace. It can be easily said that management should emphasize on
enhancing the talent among the employees so that positive results can be received. So, it can be
stated that talent management is the effective strategy that should be employed by the
management so that it could be easy to boost the engagement level of the employees towards the
assigned task.
According to Kima, Songb and Leec (2015), to maintain the commitment level in the company
the emphasis should also be on the corporate social responsibility. If corporate social
3

Literature review
responsibility is taken into consideration then the employees will manage the activities according
to the expectation level of management. In this article, the example of hospitality sector is given
in which the companies emphasize on maintaining the commitment level so that customer
satisfaction can be boosted. There are four different factors in context to corporate social
responsibility and the factors are economic, legal, ethical and philanthropic responsibility that
assist in enhancing the employees commitment towards the organizational operations. The paper
highlighted the survey in which there are 1000 workers who stated that their leaders motivate the
employees to accomplish the benefits from the concept of CSR and also it assist in retaining the
workers in the workplace. So, this is one of the important strategies that assisted to attain goals
and objectives in the market.
Aguenza and Som (2018) stated that employee retention is related with maintaining the
commitment level of the employees towards the organization. It is analyzed that retention of the
employees and engagement is important for the organization as it assist in aiming towards
attaining the growth. The strategy of retention is the initial stage of recruitment that assists in
maintaining the commitment level of the employees towards the work. If the employees who are
dedicated towards the work are retained in the workplace then it will be beneficial for the
company to enhance the organizational profits in the high level of competition prevailing in the
market. Also, the next strategy that can help in building the employees commitment towards the
work is motivation. The employees should be motivated towards the operations so that growth
and profits can be maximized in the competitive business world. It is seen that the relation of the
employees is important to be maintained so that employee’s productivity towards the assigned
work can be enhanced. So, it can be said that retention can assist the employees to give their best
and also it will positively impact on the overall growth of the company among the different
competitors that exist in the company.
In relation to organizational commitment, Atmojo (2015), stated that leadership strategy affects
the commitment level of the organization. The article states that to maintain the commitment
level among the employees, transformational leadership plays an essential role. The leadership
has the capability that aligns the entire vision of the subordinates. It assists in satisfying the basic
needs of the workers which can directly build the employees commitment level towards the
assigned work. Therefore, it can be stated that leadership strategy is important to be considered
4

Literature review
by the higher authorities as it assist in maintaining the commitment level of the employees
towards work and boost the dedication level of the employees in the overall assigned work. If
there are effective leaders in the workplace then the activities will also be operated in a proper
manner which will directly enhance the commitment level of the employees towards the
activities. Effective leadership strategy assists the employees to consider the right decisions that
are beneficial for them and also for the company. So, it can be said that leaders have the essential
responsibility in building the commitment level of the subordinates in the workplace.
It is concluded that there are different strategies that can help in building the commitment level
of the employees towards the work. The strategies that help in boosting the organizational
commitment are retention policy, leadership strategy, talent management and also the
motivational strategy which can directly enhance the overall dedication towards the set goals and
objectives in the competitive market. So, commitment level should be there so that employees
can give their best towards the work and can also perform the activities with efficiency and high
level of dedication.
5

Literature review
References
Abdul Rashid, Z, Sambasivan, M and Johari, J 2003, ‘The influence of corporate culture and
organisational commitment on performance’, Journal of management development, Vol. 22,
no.8, pp.708-728.
Aguenza, B. B and Som, A. P. M 2018, ‘Motivational factors of employee retention and
engagement in organizations’ IJAME.
Atmojo, M 2015, ‘The influence of transformational leadership on job satisfaction,
organizational commitment, and employee performance’ International research journal of
business studies, Vol. 5, no. 2, pp. 86.
Deery, M and Jago, L 2015, ‘Revisiting talent management, work-life balance and retention
strategies’, International Journal of Contemporary Hospitality Management, Vol. 27, No. 3, pp.
453-472.
Hanaysha, J 2016, ‘Examining the effects of employee empowerment, teamwork, and employee
training on organizational commitment’, Procedia-Social and Behavioral Sciences, Vol. 229, pp.
298-306.
Kima, J, Songb, H. J and Leec, C. K 2015, ‘Effects of corporate social responsibility and internal
marketing on employees’ work attitudes’, WCBM 2015.
6