Organisational Behaviour: Organisational Commitment and its Outcomes

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Organisational Behaviour
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1. Define the term ‘Organisational Commitment’ and describe the types of
organisational outcomes it might lead to.
Organisational commitment can be defined as the psychological attachment of an individual
towards an organisation. It is caused by the bond development between the employee and the
organisation due to varying factors. Organisational commitment makes the employees
develop a connection with the company due to which they can fit in easily and consider the
organisational goals and objectives important from a personal point of view. It makes the
employees committed and determined towards their work resulting in enhanced productivity
and proactively supportive of the company. There are three types of organisational
commitment – normative, continuance and affective commitment (Geldenhuys et al., 2014).
Normative commitment is the extent to which the employee feels that they should remain in
the company and think that leaving the company will bring disastrous consequences.
Continuance commitment can be explained as the feeling of employee analysing the need of
remaining in the company, and their commitment is directly related to their requirement of
remaining in the company. Affective commitment is related to the extent to which the
employee wants to stay within the company and feel valued that result in better functioning
of the employee making them assets for the company.
Organisation commitment of the employees leads to better outcomes for the companies as the
employees are more dedicated and focused on conducting the business operation leading to
better results for the organisation as a whole. The committed employees are hard working,
determined and focused due to which they ensure that they perform better and make efforts to
enhance the performance quality of their colleagues (Brunetto et al., 2012). It leads to better
attainment of the organisational goals and objectives, and they become an asset for the
company. The company does not let go of the employee, and the employee also becomes
loyal to the company. Measures are adopted by the employee to contribute to the
organisational growth and development. Even in adverse or changing working conditions,
employees who are organisationally committed, with adjustments to the new situation and
help others in adjusting so that there is high job satisfaction.
Reference List
Geldenhuys, M., Laba, K. and Venter, C.M., 2014. Meaningful work, work engagement and
organisational commitment. SA Journal of Industrial Psychology, 40(1), pp.01-10.
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Brunetto, Y., Teo, S.T., Shacklock, K. and Farr‐Wharton, R., 2012. Emotional intelligence,
job satisfaction, well‐being and engagement: explaining organisational commitment and
turnover intentions in policing. Human Resource Management Journal, 22(4), pp.428-441.
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2. Briefly describe two strategies, supported in the academic literature that might lead
to Organisational Commitment.
Different strategies are adopted by business organisations for making the employees
organisationally committed for the development and growth of the company as well as to
reduce employee turnover. Some of the most supported strategies are work-life balance and
professional supervision. Maintaining a work-life balance in the life of the employees
provides them the satisfaction of doing business operations along with maintaining a personal
life. It allows companies to enhance the job satisfaction and organisational commitment of
the employees so that they can be retained in the company. Developing a balance between the
personal and professional life of the employees also makes the management of the employees
and diverse business operations easy and faster leading to better performance and
productivity of the company. It enhances the attitude of the employees towards their work
and company leading to better commitment and dedication of the employees towards their
work. Misbalance in the work and life of the employees will create a negative impact on the
attitude and satisfaction level of the employees resulting in poor performance of the
employees (Chiller and Crisp, 2012). It will eventually deteriorate the overall performance
and productivity of the company as well as increase the employee turnover of the company.
Another strategy that is usually employed by the organisation is that of professional
supervision that allows companies to guide and lead their employees in the correct direction
leading to better commitment towards the company. The employees consider supervision
essential for their well being at different points of their professional career and life. It allows
the company to retain their employees and make them committed towards the company
leading to better performance of the company in the industry (Deery and Jago, 2015).
Professional supervision ensures that work-life balance of the employees is maintained by the
organisation and they can perform better in the company leading to better management of the
business operations. It allows the company to gain a competitive advantage and maintain
their position in the industry.
Reference List
Chiller, P. and Crisp, B.R., 2012. Professional supervision: A workforce retention strategy for
social work?. Australian Social Work, 65(2), pp.232-242.
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Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management, 27(3), pp.453-
472
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