Organizational Behaviour: A literature review draft

This document is a literature review draft on organizational behaviour, discussing topics such as organizational commitment, leadership styles, and organizational culture.

Running Head: ORGANIZATIONAL BEHAVIOUR
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Organizational Behavior
Organizational Behavior: A literature review draft
(Student details :)
3/27/2019

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Contents
Organizational Behaviour: A literature review draft.................................................................2
Solution 1...................................................................................................................................2
Solution 2...................................................................................................................................4
Organizational Commitment and Leadership Styles..............................................................4
Organizational Commitment and Organizational Culture.....................................................4

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Organizational Behaviour: A literature review draft
Solution 1
In organizational behaviour, an organizational commitment can be referred as an individual's
psychological affective connection to the organization. Besides, organizational
commitment forecasts organizational functional variables like
organizational citizenship behaviour, turnover, and employees’ job performance (Colquitt et
al., 2011).
In addition, organisational commitment is the kind of bond that employees can feel with their
working organisation (Huczynski et al., 2013). In general, workforces who are highly
committed to their working organisations usually feel a strong connection with their
organisation. Due to this connection they feel that they fit in as well as understand the
organisational goals. Hence, the committed employees of an organization tend to be more
determined within their work, are proactive while offering their support as well as show
comparatively high productivity at workplace.
Additionally, there are 3 main types of organisational commitment:
1. Continuance commitment
2. Affective commitment
3. Normative commitment
In this way, it can be further said that an organisational commitment is an individual’s
psychological attachment towards an organisation. Thus, organisational commitment, job
satisfaction and organizational outcomes are diligently correlated with each other (Nelson &
Quick, 2013). In this context, there are number of organizational outcomes which are the
result of great organizational commitments at workplace, as follows:

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 As per the past research data, job satisfaction of the employees possess a positive
relationship with organizational commitment of the employees.
 Work motivation factor like organizational commitment enhances job satisfaction, job
involvement, and work motivation which enable an organization to achieve their
objectives and goals easily as well as within the deadlines (Colquitt et al., 2011).
 Organizational commitments can enhance productivity which ultimately results in
desired work characteristics having a positive relationship with job satisfaction of the
employees.
 As the organizational policies and procedures do have a positive relationship with job
satisfaction of the employees hence implementation will get easier which will add to
organizational outcomes.
 As the job satisfaction of an individual does have a positive relationship with their job
involvement hence due to an organizational commitment organization will be able to
achieve their short-term as well as long-term targets smoothly (Colquitt et al., 2011).
 Job involvement will have a mediating role between job satisfaction and
organizational commitment (Huczynski et al., 2013).
 An implementation of work ethics, positive work culture, developing trust and
delegating tasks among the employees will get easier within an organization due to
organizational commitment (Nelson & Quick, 2013).
Reference List
Colquitt, J., Lepine, J.A., Wessaon, M.J. & Gellatly, I.R., 2011. Organizational behavior:
Improving performance and commitment in the workplace. London: McGraw-Hill Irwin.

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Huczynski, A., Buchanan, D.A. & Huczynski, A.A., 2013. Organizational behaviour.
London: Pearson.
Nelson, D.L. & Quick, J.C., 2013. Organizational behaviour: Science, the real world, and
you. OH: Cengage.
Solution 2
Organizational strategies are important to implement essential organizational behaviours and
they lead to organizational commitment as well. In this context, this paper has selected two
main organizational behaviour strategies which have been supported in the academic
literature and might lead to organizational commitment effectively (Azizollah et al., 2016).
Hence, the two strategies are organizational culture and leadership styles (Maas, 2014).
Organizational Commitment and Leadership Styles
As we know that a leader’s goal is to impact employees or sub-ordinates and motivate them
towards accomplishment of their goals. Organizational commitment develops through the
way of organizational leader to get people to do things. In this way, an extensive amount of
research has been conducted for investigating leadership styles leading to an organisation
commitment (Maas, 2014). There are major kinds of leadership styles like transformational,
transactional and Laissez-faire which are recommended to be practiced within organizational
behaviours so as to evolve organizational commitment among employees (Maas, 2014).
Organizational Commitment and Organizational Culture
In this context, academic literature findings are suggesting that a significant relationship amid
organizational culture as well as organizational commitment exists (Azizollah et al., 2016). In
addition, all kinds of organizational commitment include continuance commitment; affective
commitment and normative commitment are having direct relationship with an organizational

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culture of the particular organization (Azizollah et al., 2016). Moreover, 4 major kinds of
organizational culture have been defined in the academic literature by using the frameworks
of competitive values are as follows:
 Tribal culture
 Hierarchy Culture
 Adhocracy Culture
 Market-based Culture
In this way, these above mentioned organizational cultures have been suggested to be
implemented in an effective manner so as to build organizational commitment among the
employees of any organization (Azizollah et al., 2016).
Reference List
Azizollah, , Abolghasem, F. & Amin, M., 2016. The Relationship Between Organizational
Culture and Organizational Commitment in Zahedan University of Medical Sciences. Glob J
Health Sci., 8(7), pp.195-202.
Maas, W.G., 2014. Leadership styles and organizational commitment: literature review.
Bachelor Thesis Organisation & Strategy, pp.1-21.
Yousef, D.A., 2017. Organizational Commitment, Job Satisfaction and Attitudes toward
Organizational Change: A Study in the Local Government. International Journal of Public
Administration, 40(1), pp.77-88.