Employee Commitment and Organizational Success

This assignment examines the crucial relationship between employee organizational commitment and an organization's overall success. It delves into various personality traits, work environments, leadership styles, and motivational factors that contribute to employee commitment. The analysis further explores how different levels of commitment directly influence job performance, patient safety culture, and ultimately, the achievement of organizational objectives.

Running Head: Organizational Behavior
Organizational Behavior

Organizational Behavior 1
"Organization behavior of employees in workplace"
Organizational behavior refers to the study of human behavior in an organization. it relates to the
way in which a person interacts, think and possess their views in front of other people in a
management culture is called organization behavior. Further, the essay provides an overview of
the organization behavioral aspects with regards to change in the attitude of a person. It also tells
about the significant differences between the job satisfaction and organizational commitment of
an employee's towards their particular organization and its impact on the organization (Gelfand,
et. al., 2017). Further, it also tells about how a manager shall determine the significance of
organizational commitment in an organization.
Attitude influence the nature of people in the management process of the organization. If an
employee develops a negative attitude towards other colleagues in an organization, then the
behavior of that particular person will also affect the behavior of other people as well. Thus, it
shall be noted that behavior is an important aspect which effectively contributes to the
determination process of the workplace environment. The attitude of an employee is the most
important factor which drives the behavior of an employee in an organization. Thus, in an
organization, the management shall look after the attitudinal change of an employee which
ultimately results in changing the efficiency of that person to work positively or negatively
(Organ, 2017). So, it shall be understood that the attitude of a person is based on their past and
personal experiences. A positive attitude helps the person to gain many new and efficient
experiences in an organization. Therefore, it is said that the manager needs to evaluate and
observe the behavior of its employees in order to analyze the success of the management of the
organization. further the organizational behavior theory explained by Martin Fishbein states that
there is a solid relationship between the behavior and attitude of a person in an organization

Organizational Behavior 2
which provides two consequence in which the manager shall notice things such as, change in
both attitude and behavior in the social situation and evaluation of the level of attitude and
behavior in specific situations (Kanfer, Frese, & Johnson, 2017).
Some of the factors which contribute to the development or change in the attitude of people
which are peers, prejudices, family, social adjustment function etc. All these are the given factors
which affect the behavior of a people in an organization. The potential and competency of an
employee to perform particular task is determined by their attitude and behavior. Thus, it shall be
noted that employee with the positive attitude is promoted first in the organization. Also, it helps
in reducing the negativity. The target of the organization is only achieved when people aim to
reduce the negativity and spread positivity in the attitude of people prevailing in the environment
(Suwati, Minarsih, & Gagah, 2016). Just like positive attitude affects the working of an
employee similarly, negative attitude adversely affect the state and position of an employee in an
organization management. Thus, it shall be noted that with this effect the whole employee
efficiency is changed in an organization due to which efficiency of the organization in the global
environment.
Further talking about the usefulness of an employee in an organization is that the demand of an
employee in the market depends upon their behavior in the workplace. Thus, it is said that
always create a positive attitude towards every new thing happening in the organization. The
goal which an individual wants to achieve during their job can be achieved only with positive
attitude and adoption of positive behavior (Sundarminingsih, Minarsih, & Wulan, 2016).
Attitudes are the most crucial part of the individual to initiate success in their job profile. As
attitude affects the performance of employees in an organization due to which the collective
environment in an organization also changes. Thus, it can be said a positive attitude of the

Organizational Behavior 3
workforce can create positivity in the whole organizational culture as well. With this process, the
success in the organization is also achieved. Further talking about the both professional and
personal life, attitude of a person determines its growth and success. The activities which a
person performs highly are influenced by their attitude only, also the personality and
characteristics traits which a person adhere are built by the attitude of a person only (Naburi, et.
al., 2017). The attitude in simple words can be regarded as the response which a person gives in
different types of situations. Therefore positive attitude helps them in better understanding things
and achieving the desired goals whereas negative attitude of a person will initially demotivate
them and lead them in the wrong direction; due to which they will get distracted from their goals
and objectives. Also, the financial success and wealth of an organization also depend upon the
behavior of the employees of the organization. Right and positive attitude will lead the
organization towards success whereas negative attitude will reduce the efficiency of the
organization. Along with the attitude, there are many other factors existing in the management of
the organization which affects the growth and culture of the organization such as job satisfaction
and organizational commitment. Job satisfaction is one of the frequently measure term which is
an indicator of the workplace environment (Schrock, et. al., 2016).
Organizational citizenship, absenteeism, and turnover are some of the factors which predict the
behavior of the individual in terms of job satisfaction. Further, it shall be noted that job
satisfaction is the self-assessment and experience level which an individual receives in their
particular job. Some of the factors on which job satisfaction depends are compensation, superior
support, working environment, job security etc. Salary is the most important motivating factor
for an individual in their job. Higher the remuneration, better the employee will work. Thus, the
biggest motivation factor an individual which provide them job satisfaction is the remuneration

Organizational Behavior 4
which they get paid from the organization (Weer & Greenhaus, 2017). So in order to maximize
the satisfaction level of the employees and keep them interested in the job, the manager shall
look after the remuneration, that they get adequately paid. Further talking about the superior
support, it refers to the initiation of a good relationship between the superior management and
the employees of the organization. The superior management shall create a healthy environment
in the organization by initiating communication in the organization. They shall also look after
their queries and resolve them so that the employees feel that the company also cares about the
employees of the organization. This process reduces the negativity in the organization and
increases the productivity as well. Superior support also introduces employer-employee
relationship in the organization due to which the employee feels that their job is secured. The
attitude of the employees forms the working environment in the organization. And the working
environment of the organization is formed by the attitudes of employees (Baird, Tung, & Yu,
2017). Both the aspects are co-related with each other, as if the environment in the organization
is good then employees will automatically get motivated to work better, an if employees initiate
positive working attitude then the working culture will become positive. Lastly, job security is
another important aspect of job satisfaction which helps the company to retain the employees in
the particular job. Job security refers to the process in which the employee is not at the risk of
losing their job due to which they get satisfied with the services of the organization. Thus, if the
employees are having job security then it is easy for the company to retain them and produce
output from their work.
It is very important for the manager of the organization to look after the aspect that the employee
with whom they are working is committed to the work and their organization. As organization
commitment refers to the process in which an employee is committed or loyal towards the

Organizational Behavior 5
activities which they perform for the organization. They always implement actions which are
good and suitable for the growth of the organization. The organization is good indicator of the
behavior of the employees towards their job. There are basically three components of the
organization commitment mainly, affective, continuance and normative commitment. Affective
commitment refers to the desire of an employee to stay in a particular job; it is their want to stay
in the organization because of their affection towards the organization (Horwitz & Horwitz,
2017). Further continuance commitment refers to the needs of an employee to stay in the
particular organization and that need should be continuous. Further, the normative commitment
refers to the feeling of employees which initiates them to stay in a particular job. The
methodology of organizational commitment helps the manager of an organization to understand
the importance of employees in an organization. as if the employee will not be committed toward
their job and organization then will starting shifting their jobs due to which employee turnover in
the organization would increase; resulting to which a bad image circulate in the market of the
organization (Ahmad, Athar, & Hussain, 2016). Thus, in the limelight of above event, it shall be
noted that attitude of an employee highly focuses on the growth of the organization. So, the
manager shall initiate to take care of the interest of employees so that organization achieves its
objectives.

Organizational Behavior 6
References
Ahmad, J., Athar, M.R. & Hussain, M., (2016). Linking Personality Traits with Job Performance
Mediating Role of Organizational Commitment: An Empirical Evidence.
Baird, K.M., Tung, A. & Yu, Y., (2017). Employee organizational commitment and hospital
performance. Health Care Management Review.
Gelfand, M.J., Aycan, Z., Erez, M. & Leung, K., (2017). Cross-cultural industrial organizational
psychology and organizational behavior: A hundred-year journey. Journal of Applied
Psychology, 102(3), p.514.
Horwitz, S.K., & Horwitz, I.B., (2017). The effects of organizational commitment and structural
empowerment on patient safety culture: an analysis of a physician cohort. Journal of
Health Organization and Management, 31(1), pp.10-27.
Kanfer, R., Frese, M. & Johnson, R.E., (2017). Motivation related to work: A century of
progress. Journal of Applied Psychology, 102(3), p.338.
Naburi, H., Mujinja, P., Kilewo, C., Orsini, N., Bärnighausen, T., Manji, K., Biberfeld, G.,
Sando, D., Geldsetzer, P., Chalamila, G. & Ekström, A.M., (2017). Job satisfaction and
turnover intentions among health care staff providing services for prevention of mother-
to-child transmission of HIV in Dar es Salaam, Tanzania. Human Resources for Health,
15(1), p.61.
Oh, H.S. & Wee, H., (2016). Self-Efficacy, Organizational Commitment, Customer Orientation
and Nursing Performance of Nurses in Local Public Hospitals. Journal of Korean
Academy of Nursing Administration, 22(5), pp.507-517.

Organizational Behavior 7
Organ, D.W. (2017). Recent Developments in Research Pertaining to Organizational Citizenship
Behavior (OCB). Annual Review of Organizational Psychology and Organizational
Behavior, 5(1).
Schrock, W.A., Hughes, D.E., Fu, F.Q., Richards, K.A. & Jones, E., (2016). Better together:
Trait competitiveness and competitive psychological climate as antecedents of
salesperson organizational commitment and sales performance. Marketing Letters, 27(2),
pp.351-360.
Sundarminingsih, S., Minarsih, M.M. and Wulan, H.S., (2016). Influence of motivation, work
environment and leadership on the job satisfaction and implications for performance of
employees (a case study in the diponegoro mlitary command). Journal of Management,
2(2).
Suwati, S., Minarsih, M.M. & Gagah, E., (2016). Influence of motivation work, career
development and cultural organization on the job satisfaction and implications on the
performance of employees (case on babinminvetcaddam iv/diponegoro). Journal of
Management, 2(2).
Weer, C.H. & Greenhaus, J.H. (2017). Managers’ Assessments of Employees’ Organizational
Career Growth Opportunities: The Role of Extra-Role Performance, Work Engagement,
and Perceived Organizational Commitment. Journal of Career Development,
p.0894845317714892.