An Analysis of Organisational Commitment and Leadership Styles

This essay delves into the multifaceted concept of organisational commitment, exploring its significance in fostering employee retention and organisational growth. It dissects two primary types of commitment: affective commitment, characterized by an emotional attachment to the organisation, and continuance commitment, driven by factors such as the perceived lack of alternatives. The essay examines the role of leadership in shaping these commitments, highlighting how transformational leadership can enhance job satisfaction and reduce employee turnover. Furthermore, it discusses relevant organisational behaviour theories, such as reinforcement theory, and their application in managing employee attitudes and behaviors. The analysis covers the impact of leadership styles and organisational theories on employee loyalty, productivity, and the overall success of the organisation, while also discussing the challenges of retaining different types of employees. The essay also examines the role of effective leadership in continuance commitment, including various leadership styles, training and development programs, and the importance of clear communication and setting goals.

ESSAY

TABLE OF CONTENTS
ESSAY.............................................................................................................................................1
INTRODUCTION...........................................................................................................................3
Organisational commitment importance for organisation...............................................................3
Affective Commitment................................................................................................................4
Continuance commitment............................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Organization commitment is define as employee’s psychology attachment towards the
organisation. It explains reason behind retention of workforce in the organisation and different
factors affecting growth of workers as well as work in the organisation. The report highlights
organisation commitment and importance of it. Report describe affective and continuance
commitment and also explain organisation theory and leadership in two of this commitment.
Organisational commitment importance for organisation
Organisation commitment refers to workforce psychological attachment to the
organisation. It explains if the employees are willing to continue with organisation or migrate to
another organisation. It defines different condition in the organisation which effect employee’s
productivity, quality and effectiveness and all of this relation to organisation’s growth. In
developing economy of all around the world and government policy and laws help in the growth
of employees satisfaction and personal development and also increase good-will of the
organisation in supporting employees in their personal growth. However, it will become difficult
for the organisation to manage employee retention as more and more company offers
competitive price for talented and skilled workers. This competitive price decrease talented and
skilled workforce in the organisation and also effect on quality, productivity and efficiency
(Satardien, Jano and Mahembe, 2019). Another consequence company’s expenditure increase in
developing and training program and on opposite employee’s increasing demand of competitive
price and facilities decrease profit of the organisation. Loyalty of employees plays significant
role in the growth of organisation. Company can manage retention by increasing job satisfaction
level as money is not the way of growth but the factors like future opportunities, working hours,
recognition, reward and award also help in gaining loyalty of workforce which helps in the
growth of organisation. Leadership also play significant role in the growth and employee
retention in the organisation for example biased and self centred leader will not able to manage
workforce migration in the organisation. Using Transformational leadership, leaders can help in
increasing innovation and creativity of the employee and hence improve job satisfaction level
which decrease workforce attraction towards other organisation. There are various organisation
behaviour theory which helps in identify employee satisfaction level in the organisation for
example Reinforcement theory helps in observing attitude and behaviour of the employees in the
organisation which helps in making changes for gaining employee’s loyalty. Below paragraph

will explain about leadership principle and organisation theory on organisational commitment
that in clued two types, namely affective or continuance commitment (Coetzee, Ferreira and
Potgieter, 2019)
Affective Commitment
This type of commitment refers to employee attachment towards the organisation. In this
employee is highly committed to organisation development and the growth. In this worker
support organisation in creativity and innovation which increase his score card and work skills
for future growth. It also helps in increasing other kinds of skills for example participation in
meeting and showing leadership supports his future growth for becoming manager or leaders.
Employee’s gives ideas that changes work environment and to increase quality, efficiency and
productivity and hence helps in the growth of organisation. However, this does not include that
employees remain in the organisation or migrate to another job and hence decrease transparency
for managing retention. Employee’s loyalty to work is for personal growth and hence it’s more
of self centric rather than organisation growth. This type of employee increase quality,
productivity and efficiency and individual skills but the perspective for organisation loyalty and
long term goal remain unclear and hence it become difficult for the organisation to find this type
of workforce. Again this type of workers remain a threat to the organisation as may be in new
organisation, they open secrets of old organisation which effect the growth of organisation.
Managing such workers retention is difficult for the organisation and but using proper
organisation theory and leadership style, it will be little complex for the owners.
Reinforcement theory in affective commitment:
Attitude is the way of thinking of employee towards organisation and behaviour defines
as the way in which employee react to organisation’s members and goals. Reinforcement theory
explains that if the behaviour of employee in the organisation is reinforced then employee will
continue provide services with innovation and creativity as it was earlier. On the contrary if the
employee behaviour is nor reinforced then worker remain to make mistakes in future or decrease
quality, efficiency, productivity and loyalty hence chances of retention will become difficult for
the organisation. In this employee increase productivity, quality, efficiency and leadership will
continue encourage by giving recognition, rearwards and awards which increase employee
loyalty towards the organisation. Encouraging employee for innovation and creativity and helps
in decreasing mistakes helps in the personal growth of the employee which ultimately increases

attachment of workers towards organisation (Larson and Foropon, 2018). Supporting workers in
the time of depression, problems and isolation is very effective reinforced strategy for managing
employee behaviour, attitude and loyalty in the organisation.
Role of effective leader in affective commitment:
Effective leadership help in increasing workforce satisfaction level and decreasing
employee’s migration. Using effective leadership style and skills organisation leaders can help in
managing retention and on the other side increasing efficiency, quality and productivity of
employees as well as organisation. Leaders influence workforce for innovation and creativity at
work place which decrease time work and increase quality of product. This also helps in workers
skills and talent improvement which is necessary for future growth. In the time of depression,
Problems and self isolation of workers, leaders support and hence create a personal attachment
with employee which encourage and motivate for organisation goals. Introducing proper training
and development programs for unskilled, semiskilled and skilled workers increase their personal
growth and on the other side increase growth of the organisation. Recognition of employees and
increasing their participation for decision making in meetings by leaders helps in increasing
loyalty of employees. Time to time hike in salary and giving incentives according to
accomplishment of task again helps leaders in gaining their loyalty. Awards and rewards to
employee by leaders again increase attachment of employees towards the organisation. Giving
opportunities and promotion of employee by leaders is another way to manage retention of
employee in the organisation. Personal connection with each group or employee and listening
their problems in workplace and managing according to it by leaders also helps increasing
quality, efficiency and productivity of the employees as well as organisation. Increasing group
participation and decreasing bias of employees by leaders helps in increasing employee’s
satisfaction level. (Mansouri, Singh, and Khan, 2018).
Continuance commitment
In this form of organisation commitment chance of leaving the organisation is negligible
as most of time and energy of employee is invested in the organisation. In this category two
types of employee there, one who are loyal to the organisation and another which fears from
different factors for example growth and opportunity. There are number of reason behind the
employees remain attachment to the organisation, namely lack of opportunity, fear of growth and
recognition in new job, loyalty to organisation, not expected salary, far from home. All this are

possible reason for the employee’s continuation in the organisation. However, in this context
organisation is not sure if the worker is interested or has enthusiasm to improve skills for
organisation’s as well as personal growth. Employee in this category also has a personal
attachment towards organisation members and organisation and hence it becomes difficult for
them to quite the job. These types of employees generally fall in old age category which invested
large amount of time in growth and development of the organisation and hence make a personal
connection with it. Unskilled or semi skilled employees of the organisation are fear to change the
organisation as certainty about future opportunities and growth in new organisation.
Path Goal Theory of continuance commitment
Path goals theory refers to leaders’ different type of leadership style for different kinds of
problems in the organisation and this context we will deal with employee’s continuation
commitments and personal growth. There are number of reason of employees fail in term of
personal growth, namely not copping with work, learning problems, personality problems,
communication problems, perception problems and motivation problems. Context factors affect
the growth of organisation are social, political, economic technological problems and
completion. Group and team participation is another problem of this kind of employees. This
decrease the personal growth which effect on efficiency, quality and productivity of the
organisation (Kaasch, Koch and Martens, 2019). However, this types of problems can solved by
using transformative leadership style as well as others for example proper training and
developing programs, encouraging employees for innovation and creativity, recognition by
giving award and rewards by leaders. Flexible leadership styles help in managing workforce
growth and development programs which supports growth of the organisation. Considering
different factors that influence in personal growth of employee as well as organisation and
applying proper leadership style to remove or minimize factors.
Role of effective leader in Continuance commitment:
Effective leaders help in personal growth of the employee as well as organisation.
Leaders encourage employee in improving in creativity and productivity which increase personal
skills and hence decrease time for various tasks. Leaders can provide different training and
development programs in the organisation for increasing efficiency, quality and productivity of
different kind workers in the organisation. Setting different short, medium and long term goals
by the leaders again help in continuous growth of the employees. Encouraging employees for

decision making and other team management programs by leaders improves workforce
leadership for future growth (Coulson-Thomas, 2018).
CONCLUSION
From the above it can say that continuance commitment is important in wider context as it target
unskilled, semi skilled and skilled workers so organisation has a wider vision for organisation
commitment. In this all kinds of workers gets chance in personal as well as organisation growth
and on the other hand leaders can use various style to manage workforce growth.

REFERENCES
Books and Journals
Satardien, M., Jano, R. and Mahembe, B., 2019. The relationship between perceived
organisational support, organisational commitment and turnover intention among
employees in a selected organisation in the aviation industry. SA Journal of Human
Resource Management.17.p.8.
Coetzee, M., Ferreira, N. and Potgieter, I., 2019. Perceptions of sacrifice, workplace friendship
and career concerns as explanatory mechanisms of employees’ organisational
commitment. SA Journal of Human Resource Management.17.(1)p.1-9.
Larson, P.D. and Foropon, C., 2018. Process improvement in humanitarian operations: an
organisational theory perspective. International Journal of Production Research.56.
(21).pp.6828-6841.
Kaasch, A., Koch, M. and Martens, K., 2019. Exploring theoretical approaches to global social
policy research: Learning from international relations and inter-organisational theory.
Global Social Policy.19.(1-2).pp.87-104.
Mansouri, A.A.A., Singh, S.K. and Khan, M., 2018. Role of organisational culture, leadership
and organisational citizenship behaviour on knowledge management. International
Journal of Knowledge Management Studies.9.(2).pp.129-143.
Coulson-Thomas, C., 2018. Organisational leadership for challenging and changing times.
Effective Executive.21.(3).pp.14-37.
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