Strategies for Building Organizational Commitment

This literature review explores various strategies for building organizational commitment, including creating a positive work environment, empowering employees, building trust, providing training, implementing talent management, and promoting job satisfaction and engagement. These strategies can help enhance employee engagement and improve overall organizational performance.

Organizational behavior
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Literature review: Strategies for building organizational commitment
According to Walumbwa, Hartnell & Oke (2010), it can be said that organizational commitment
relates with the group efforts. It is a bond of the workers that has a link with the activities of the
company. Also, it is defined as the psychological state of employee’s attachment that assists to
manage activities of company. It is analyzed that to attract and inspire the workers assurance
plays a significant role that assist in managing overall activities of the company in the highly
competitive market. Organizational commitment emphasizes on the employer attachment and
their commitment level towards activities. One of effective strategies that should be taken into
consideration to construct organizational promise is maintaining the environment of the
company. It is the responsibility of the managers to create positive environment so that growth
can be attained. If there is positive culture in the workplace then the employees will show high
engagement level towards the assigned work. Positivity can be related with boosting the
engagement of the employees towards the organizational work.
Hanaysha (2016), said that organizational commitment can be build by emphasizing on the
strategy of employees empowerment. It is seen that organizational commitment helps to attain
the set goals in the workplace. The employee empowerment emphasizes on the different
motivational practices that boost the performance and also helps the employees to involve
themselves in the process of decision making. Empowerment can be defined as the authority that
is given to the employees to take the accurate decisions of the organization and also it helps to
maintain the overall operations. The commitment of the employees is necessary as it helps to
empowers the overall goals in the competitive market. There are various benefits that can be
attained by the company is employee empowerment is maintained such as growth and increase in
the productivity ratio of the company. By enhancing the commitment level of the employee, it
can be easy to motivate the employees to give their best towards the set activities of the
company. The strategy that is related with empowerment assist in maintaining authority and
responsibility of the workers and it also improve the level of engagement of workers in relation
to the organizational activities. It is known as the effective way that can improve the engagement
of employees.
Ng (2015), also stated that commitment of the employees can be build if there is trust strategy
considered by the organization. It is analyzed that trust is essential among the different

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subordinates as it assists to enhance the engagement of employees towards their work. There are
large giants who maintain the trust in the workplace by enhancing the trust. If there is no trust
then it would be difficult to show the engagement of the employees towards the work and also it
can affect the productivity level in the workplace. So, it can be said that to build the
organizational dedication, it is necessary to emphasize on building the trust among the workers
as it help in achieving success in the highly competitive market.
Dhar (2015), states that training is also necessary to construct the employees dedication towards
the operational actions. There are different researchers who stated that training can help in
generating different opinions and views of the workers. Training is the method that supports the
employees and guides them towards the work. Through training the employees get the direction
to work according to the expectation level of the management and they try to be dedicated
towards the task given by the higher authority. According to the different perspectives, it has
been said that there are countries such as Malaysia and US who maintain accessibility in respect
to the different activities of the company. To keep the loyalty of the workers training should be
given by the higher authority so that the targets given to the employees can be attained. This can
also impact the overall interest of the employees towards the work. It is evaluated that the
workers who have the basic skills and interest can maintain the high level of commitment
towards the management operations. Training is necessary for the management also as it
positively affect the growth among the different competitors present in the market.
In the article, Deery & Jago (2015), it is evaluated that talent management is best strategy that
assist in building workers engagement towards activities. Talent is not seen in the every
employee of the company but it is necessary to be build among the employees to enhance their
commitment level towards the work. It is seen that talent management is the best concept that
assist in boosting also helps in retaining the workers. It is important for the management to
maintain the talent of the workers so that it can be easy for the employees to work with
dedication towards the work given by the higher authority. So, it can be said that talent
management strategy is important to be considered so that the employees can engage themselves
towards the work with their efficiency. Talent management helps to motivate the employees to
work with dedication towards the set targets of the organization. Therefore, talent management is

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necessary to be controlled so that positive results can be attained in respect to the overall goals of
the company.
Kima, Songb and Leec (2015), argued that corporate social responsibility can be known as the
effective strategy that builds the dedication of employees. Corporate social responsibility reflects
the dedication level towards the work that is given by the higher authority in the competitive
market. CSR dimensions are also necessary to be maintained as it helps to control the regulations
of the government in relation to the different operations of the company. There are different
factors that help to boost the corporate social responsibility in context to different as factors
related with economy and also ethical framework is considered by the management. By
considering the different factors related to corporate social responsibility it is seen that
employees can give their best if corporate social responsibility as a strategy is considered to
enhance the interest of the staff towards the operational functions.
According to Abu-Shamaa, Al-Rabayah and Khasawneh (2015), it is seen that job satisfaction is
the effective strategy that can help in boosting the high level of commitment of workers towards
activities. Job satisfaction is the important aspect that boosts the trust of the staff towards the
work of the management. If there is job satisfaction among the employees then it would be easy
for the management to build the high level of commitment towards the organizational activities
of the company. In relation to job satisfaction, it is examined that job enrichment is also the
aspect that maintains connection in relation to the overall psychology of the workers. This helps
in boosting the working structure of the employees. It is examined that job satisfaction should be
there among the employees so that it could be possible to overall activities of the management in
the workplace. When the employees are satisfied with the job then it is seen that it helps to
influence the decision making process of the employees. The relations with the management
should also be maintained and it can only do when the employees are satisfied with the assigned
job role. So, it can be said that job satisfaction can be the strategy that can focus on maintaining
the positive outcome in the competitive business world. So, the overall commitment of the
employees should be maintained so that growth of the company can be boosted.
So, it is concluded that organizational commitment has an important role in enhancing the
performance of the company in the competitive market. The management of the company should
focus on considering the different strategies related with organizational commitment as it would

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be easy for the management to compete in the competitive business world. The strategies that
should be considered by the management are training, job satisfaction and also job engagement.
So, to boost the growth in the market, these strategies should be considered as it will positively
affect the market share in the competitive market. It will also help to manage and control the
operational activities which can boost the market share. So, it can be concluded that
organizational commitment is necessary to maintain the organizational commitment within the
overall activities of the organization.

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References
Abu-Shamaa, R, Al-Rabayah, WA& Khasawneh, RT 2015, ‘The Effect of Job Satisfaction and
Work Engagement on Organizational Commitment’, IUP Journal of Organizational Behavior,
vol. 14, no.4, pp. 9-12.
Deery, M & 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.
Dhar, RL 2015, ‘Service quality and the training of employees: The mediating role of
organizational commitment’, Tourism Management, Vol. 46, pp. 419-430.
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, HJ & Leec, CK 2015, ‘Effects of corporate social responsibility and internal
marketing on employees’ work attitudes’, WCBM 2015.
Ng, TW 2015, ‘The incremental validity of organizational commitment, organizational trust, and
organizational identification’, Journal of Vocational Behavior, Vol. 88, pp. 154-163.
Walumbwa, FO, Hartnell, CA & Oke, A 2010, ‘Servant leadership, procedural justice climate,
service climate, employee attitudes, and organizational citizenship behavior: a cross-level
investigation’, Journal of applied psychology, Vol. 95, no. 3, p. 517.