Organisational Commitment and its Types

This document provides an overview of the term 'Organisational Commitment' and describes the types of organisational outcomes it might lead to. It also briefly discusses two strategies supported in the academic literature that can enhance organisational commitment. The document includes references from academic journal articles.

Organisational Behaviour (MNG82001)
Assignment 1(Part b): Literature Reviewdraft
Students are expected to paraphrase information from at least twoacademic journal articles to
support their answer to each question (i.e. 4in total). When doing so you must provide the correct ‘in-
text’ and ‘Reference List’ citation details. Provide a Reference List at the end of each answer.
To gain the most from this assessment activity it issuggested that students write approximately 200-
300 words for each answer.
Each question is worth 5 marks.
1. Define the term ‘Organisational Commitment’ and describe the types of organisational
outcomes it might lead to.
According to Lambert et al., 2016, organizational commitment is related with the bond
that is seen between the employees and the management. Commitment level of the
employees has an important role in accomplishing the set goals and objectives of the
company. It can be said that if there is organizational commitment within the employees
then it would be easy to attain the positive outcome in the highly competitive market.
Organizational commitment assists the employees to give their best towards the assigned
activities.
According to Choi, Oh and Colbert (2015), it can be said that there are many companies
who emphasizes on hiring and retaining the committed workers. The term organizational
commitment can be defined as the individual psychological bond with the company that
is connected with the different results of the researchers. It also consists of job
performance, citizenship behaviour and also the turnover. The antecedents related with
the organizational commitment can be considered by focusing on the FFM traits which
helps to access the attitude of the workers towards the job. It can also be argued that the
personality traits have an essential role in shaping the organizational commitment level of
the employees. The organizational commitment term can be considered as one of the
effective concept that can only be influenced by the interaction of the different traits and
also by the different situational factors.
The different types of organizational outcome related with organizational commitment are
emotional stability. It can be said that the individual who emphasizes on maintaining the
commitment level in the workplace have emotional stability in context to the activities

that are assigned. The employees who have high emotional stability can create positive
exchange relationships with the different partners such as co-workers and supervisors.
This positive relation helps to boost the affective bonds in relation to the overall activities
of the company.
If there is organizational commitment among the employees then it would be easy to
attain the goals and targets in the highly competitive market. This will help the
organization to attain positive outcome in relation to the overall growth in the highly
competitive market.
Reference list
Lambert, E.G., Minor, K.I., Wells, J.B. and Hogan, N.L., 2016. Social support's
relationship to correctional staff job stress, job involvement, job satisfaction, and
organizational commitment. The Social Science Journal, 53(1), pp.22-32.
Choi, D., Oh, I.S. and Colbert, A.E., 2015. Understanding organizational commitment: A
meta-analytic examination of the roles of the five-factor model of personality and
culture. Journal of Applied Psychology, 100(5), p.1542.
2. Briefly describe two strategies, supported in the academic literature, that might lead to
Organisational Commitment.
According to Dhar (2015), Training is considered as one of the best strategy that can help
in boosting the organizational commitment level of the employees. It has been seen that
to boost the engagement level of the employees it is necessary to offer training to the
employees assist provide them guidance to complete the assigned work in an effective
manner. It can be seen that without training it will not be possible to boost the
organizational commitment in the workplace. In relation to the employees, training is the
best strategy that assists the employees in accomplishing the set targets. It is important for
the employees to take guidance from the top authorities so that it could be easy to bring
improvisation in the overall activities performed in the workplace. The higher authorities
emphasizes on creating the training programs that are beneficial for the employees in
boosting their set skills. The employees are the one who want training to boost their skills
in relation to the operational activities. The positive results related with training helps to
bring improvisation in the commitment level which leads to attaining the set objectives in
the workplace. So, it is one of the best strategies that can lead to the organizational
commitment in the workplace.
It has been said by Chan and Lai (2017), communication is the next strategy that can help
to boost the organizational commitment. Communication is the two way process that lead

to organizational commitment. If there is effective communication in the workplace then
it will help to enhance the commitment level of the workers towards the set goals. It is
important for the management to focus on maintaining the flow of communication so that
the workers can feel motivated towards the assigned work. When the employees
communicate with each then it will help them to solve their queries and doubts which will
positively impact the overall performance of the employees in the workplace. The flow of
communication should be maintained as it will help in managing the operations of the
company. Therefore, it can be stated that communication is one of the best strategy that
can help to boost the organizational commitment.

Reference List
Chan, S.H.J. and Lai, H.Y.I., 2017. Understanding the link between communication
satisfaction, perceived justice and organizational citizenship behavior. Journal of business
research, 70, pp.214-223.
Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of
organizational commitment. Tourism Management, 46, pp.419-430.