Organizational Commitment and Strategies

Running Head: ORGANIZATIONAL COMMITMENT AND STRATEGIES
ORGANIZATIONAL COMMITMENT AND STRATEGIES
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ORGANIZATIONAL COMMITMENT AND STRATEGIES
Define the term ‘Organisational Commitment’ and describe the types of
organisational outcomes it might lead to.
Organisational commitment:
The term organisational commitment refers to the bonding that the employees form
with the company or organisation they are employed in. More specifically, it implies to the
strong psychological connection that the employee feels or assumes to be established with the
organisation he or she is the employee of. Organisational commitment is often considered to
boost the productivity of the employees (Vanhala, Heilmann and Salminen, 2016)
Organisational commitment can be of three types. These are-
 Affective commitment-it is related to how much a worker desired to stay at the
company where he or she is presently working in. The rate of their desire to
stay at the present organisation how how affective their commitment is.
 Continuance commitment- This is related to the employees’ estimation of the
needs to stay at the present organisation they are working in.
 Normative commitment-This kind of commitment is implies how much a
worker feel it mandatory to stay at their present company. In case of the
normative commitment employees feel guilty to leave the present company,
they also assumes that leaving the present organisation they are working in
may lead to miserable consequences (Abazeed, 2017).
Types of organisational outcomes:
Outcomes of commitment implies the consequences of the different components of the
commitment. These outcomes are-

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ORGANIZATIONAL COMMITMENT AND STRATEGIES
Employee retention:
The term employee retention refers to the capability of an organisation to retain its
workers employees as well as the executives. More specifically, it implies to the aim of the
organisation to hold the talented employees and reduce the turnover with the help of a
positive work environment (Vanhala, Heilmann and Salminen, 2016).
Employee attendance:
Employee attendance is another commitment outcome, which is widely measured by
affective commitment of the employees (Abazeed, 2017).
Job performance:
An individual-level variable largely depends on the organisational commitment. Job
performance refers to the dedication, discipline as well as level of perfection of the
employees (Vanhala, Heilmann and Salminen, 2016).
Organizational citizenship:
Organisational citizenship or Organisational Citizenship Behaviour refers to the
contest or performance in which any assigned tasks takes place. More specifically, it implies
being a responsible person who is dedicated enough to serve the organisation in the mattes
which is outside the domain of his or her job (Abazeed, 2017).