Organisational Commitment and its Types

This document provides an overview of the concept of organisational commitment and its types, including affective commitment, continuance commitment, and normative commitment. It also discusses the potential outcomes of organisational commitment, such as job satisfaction and increased productivity. The document includes paraphrased information from academic journal articles and provides proper citation details. The strategies of transformational leadership and positive organisational culture, supported in the academic literature, are briefly described as potential ways to enhance organisational commitment.

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.
Tarigan and Ariani (2015), stated that organizational commitment is considered as the
attitudes of the employees in relation to the assigned activities. It can be viewed as the
stable attitudes that states that there should be affective response to the company as a
whole. The organizational commitment consists of the desires, requirements and also the
obligations that are should be fulfilled so that dedication level can be maintained towards
the assigned task. Employees who are committed towards the work are less likely to leave
the company and they will also emphasize on creating the good relations with the other
employees and customers. By having commitment level of the employees in relation to
the activities then it can help in adapting the change and also it will help in boosting the
efficiency of the work of the employees in the workplace.
There are three factors which are related to the organizational commitment such as
affective commitment, continuance commitment and normative commitment. Affective
commitment relate with the sense of identification as the member of the company. It can
also be the process in which the individuals behave and think about their connections with
the company. Continuance commitment relates with the consciousness of the people in
relation to leave the company. It is also considered as the structural phenomenon that
takes place as the outcome of the transactions of the people and companies. Normative
commitment can be increased when the people feel indebted to the company. The workers
who have high normative can have the confidence at the time of availing the benefits.
It has been said by Atmojo (2015), that organizational commitment can lead to job
satisfaction and can also boost the productivity level in the workplace. It is observed that
job satisfaction is one of the organizational outcomes that can lead to the organizational

commitment level in the workplace. By having commitment level towards the work, it
would be easy for the employees to enhance the satisfaction level towards the work. Also,
the organizational commitment level assist in enhancing the productivity level of the
employees towards the assigned work.
Reference list
Atmojo, M., 2015. The influence of transformational leadership on job satisfaction,
organizational commitment, and employee performance. International research journal
of business studies, 5(2), p. 115-127.
Tarigan, V. and Ariani, D.W., 2015. Empirical study relations job satisfaction,
organizational commitment, and turnover intention. Advances in Management and
Applied Economics, 5(2), p.21.
2. Briefly describe two strategies, supported in the academic literature, that might lead to
Organisational Commitment.
It can be observed that there are various strategies that can help in maintaining the
commitment level of the employees towards the work. It has been said by Imran, lyas and
Aslam (2016), that the best strategy that can lead to the organizational commitment is
leadership style related with transformational style of leadership. Organizational
commitment can be maintained if proper guidance is given by the leaders to their
employees. The support given by the leaders can assist in generating the interest towards
the assigned work. In the present era, the transformational leaders emphasizes on boosting
the performance of the employees in the workplace. It can be said that if there is effective
leadership style considered by the management then it would be easy to accomplish the
targets set by the organization in the business environment. Direction give by the leaders
is one of the essential aspects that can help the employees in boosting the commitment
level towards the assigned work and also it will help in maintaining the performance in
the workplace. So, effective leadership style can be considered as one of the best strategy
that can lead to the commitment level of the organization and also it will help in boosting
the efficiency of the employees towards the work.
Te next strategy can be related to organizational culture that should be positive so that
organizational commitment level can be maintained in the workplace. It has been stated
by Karyotakis and Moustakis (2016), that culture of the organization should be positive
so that the employees can manage their work with high level of commitment. To boost
the level of commitment it is important for the management to create positive culture in

the workplace so that the activities can be completed on time in the workplace. Positive
culture also impacts the behaviour of the employees towards their work. Therefore, it can
be said that to boost the commitment level in the workplace it is important to focus on the
two strategies related to leadership and positive culture so that the employees
commitment level can be maintained towards the work which is assigned by the top
authorities.
Reference List
Imran, M.K., Ilyas, M. and Aslam, U., 2016. Organizational learning through
transformational leadership. The learning organization, 23(4), pp.232-248.
Karyotakis, K.M. and Moustakis, V.S., 2016. Organizational factors, organizational
culture, job satisfaction and entrepreneurial orientation in public administration. The
European Journal of Applied Economics, 13(1), pp.47-59.