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 organizational
outcomes it might lead to.
Organizational commitment is the bond of employees with business organizations. It states that
the employees who are devoted to their organizations feel connected and fit for achieving the
organizational goals. This play a very imperative role in determining whether the employees
have to remain in the organization for a long time and work with passion to achieve the goals of
the organization (Duarte, 2015). These are the commitment made by the employees towards
their organization where they don’t want to leave their organizations due to their emotional
attachment with the organizations. Organizational commitments and satisfaction of the job are
related to each other to fulfill the intention of the lower levels of the organization. Organizational
commitments are divided into three categories:
Affective Commitment- This commitment denotes the emotional bond of the employees with
their organizations. The employees want to be a permanent part of the organization. Active
commitment is the situation when the employees are not only happy who are engaged in the
activities of the organization such as participation, meetings, discussions and some valuable
suggestions related to the business.
Continuance Commitment- Continuance commitment is the situation where the individual
believes they will lose more than instead of leaving again. It is the fear of loss among the
employees if they left the organization (Wombacher & Felfe, 2017). In this commitment, the
employees have continuous commitment level with the organizations and feel attached to the
organizations that satisfy them both mentally and emotionally.
Normative Commitment- Where the individual realize that they the employees should remain
in the organization for more periods. It is realizing by the employees because of their sense of
responsibility towards the organization because the organization spends their time and money on
training the employees and sometimes also pay their college fees. In these employees feels
obligated to remain attached to the organization and they feel that to stay in the organisation is
the right things that they have to do for the business.
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Reference List
 Duarte, M. B. (2015). Organisational and professional commitments: The influence in
nurses’ organisational citizenship behaviours. Tékhne, 13(1), 2-11.
 Wombacher, J. C., & Felfe, J. (2017). Dual commitment in the organization: Effects of the
interplay of team and organizational commitment on employee citizenship behavior, efficacy
beliefs, and turnover intentions. Journal of Vocational Behavior, 102, 1-14.
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2. Briefly describe two strategies, supported in the academic literature, that might lead to
Organisational Commitment.
As per the mentioned article, the huddling programme is the strategy that is used for the retention
of the nurse in the hospital. New nurse in Korea leave hospitals more than the nurse who is
already experienced in this field will leave the hospitals for many reasons. Hospitals that have
the highest turnover for nurses that require budgets and periods have a long period of time for
training a large number of employees by recruited new nurses until and unless they perform
better in comparison to those who are left the hospitals (Im, et. al., 2016). Moreover, the nurses
who are remaining in the hospital have to face an additional workload that is related to the
shortage of personnel and also requires training the new nurses hire in the hospital. It means to
reduce the turnover of the nurses to take preventive measures for promoting the women
empowerment and commitments of the nurse in Korea.
This strategy assists in enhancing the commitment of the nurse towards the hospitals and
empowers the women who are participating in these programmes of huddling. This strategy
assists in improving the formulation of the strategies for the nurses in the hospitals. It supports in
making the employees be more dedicated towards the organizations for enhancing the quality of
work and function that are performed in the organization for the successful achievement of the
goals of the organizations for the long term.
Distinctive systems are the strategies that assist the businesses for determining the positive
outcome towards the commitment for the organizations (Avram, et. al., 2018). For the
successfully running of the organization, this article discusses the strategies that make the work
easier and the employees feel more efficient while performing the business operations. In this
literature there is commitment are taken into consideration.
Reference List
 Avram, D. O., Domnanovich, J., Kronenberg, C., & Scholz, M. (2018). Exploring the
integration of corporate social responsibility into the strategies of small-and medium-sized
enterprises: A systematic literature review. Journal of Cleaner Production.
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 Im, Sook Bion, Cho, Mi-Kyoung, Kim, Se Young & Hea, Myoung Lyun, 2016, “The
Huddling Programme: effects in empowernment, organisational commitment and cgo-
resilience in clinical nurses- a randomised trail”. Journal of Clinical Nursing, Vol. 25, no. 9-
10, pp. 1377-1387.
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