Types of Organisational Outcomes of Organisational Commitment

Question 1  Define the term ‘Organisational Commitment’ and describe the types of
organisational outcomes it might lead to.
Answer 1  Organisational commitment is defined as a psychological attachment that the
employees of a company feel towards their organisation. Employees that demonstrate high
levels of organisational commitment are those who feel that they fit in the organisation and in
the jobs given to them. They understand the goals that are set for them and contribute best of
their efforts towards the achievement of organisational goals and objectives (Lok &
Crawford, 2004). Organisational commitment is becoming increasingly importance in human
resource management because it can have benefits for employees as well as for the
companies. Some outcomes of organisational commitment are discussed below:
First of all, employees who are committed to their jobs show greater levels of job satisfaction,
even when there are times when the job becomes boring or monotonous. Employees with
higher organisation commitment develop a positive psychological contract towards their
employer and are ready to go an extra mile for the achievement of individual as well as
organisational goals and objectives (Singh & Gupta, 2915).
Secondly, organisational commitment can help an organisation in bringing down absenteeism
and labour turnover rates. Employees cannot be satisfied with their jobs throughout their
career paths, but employees with higher organisational commitment show a lesser tendency
to quit even when they experience periods of job dissatisfaction. Organisational commitment
not only helps in bringing down labour turnover ratios but can also be helpful in retaining a
talented pool of employees and establishing a firm image in the market as an employer.
Thirdly, organisational commitment has also been found to have an impact on the
organisational citizenship behaviour of the employees. Organisational citizenship behaviour
is defined as the discretionary actions performed by an employee that are not listed in the job
descriptions of the employees. Looking after the interests of an organisation or ensuring the
well-being of co-workers are examples of organisational citizenship behaviour.
Organisational citizenship behaviour, as an outcome of organisational commitment, can
improve the workplace culture of an organisation and can make it a good place to work in
(Devece, et al., 2016).

References:
Devece, C., Palacios-Marqués, D. & Alguacil, M. P., 2016. Organizational commitment and
its effects on organizational citizenship behavior in a high-unemployment environment.
Journal of Business Research, 69(5), pp. 1857-1861.
Lok, P. & Crawford, J., 2004. The effect of organisational culture and leadership style on job
satisfaction and organisational commitment: A cross-national comparison. Journal of
management development, 23(4), pp. 321-338.
Singh, A. & Gupta, B., 2915. Job involvement, organizational commitment, professional
commitment, and team commitment: A study of generational diversity. Benchmarking: An
International Journal, 22(6), pp. 1192-1211.