Academic journal article Journal of Management Research

Gaining Employee Commitment: Linking to Organizational Effectiveness

Academic journal article Journal of Management Research

Gaining Employee Commitment: Linking to Organizational Effectiveness

Article excerpt

Abstract

Employee commitment has been an important factor to determine the success of an organization. Employee commitment to an organization has acquired increasing demand as it aids the organizations to retain more staffand thereby increase in achievement, productivity and effectiveness. No organization in the current ambitious world can execute at peak levels unless each employee is committed to the organization's objectives and performs as an effective team member. The employment of good employees is thus demanding but of even extensive significance is the organizations ability to create a committed workforce. The aim of the study is to determine when employees who are engaged in their work & committed to their organizations give their companies crucial competitive advantages - including elevated productivity and lower employee turnover and employee engagement is enduring predictor of concrete organizational performance clearly showing the two-way relationship between employer and employee compared to the three constructs: job satisfaction, employee commitment and employee engagement.

Keywords: Motivation, Employee turnover, Teamwork, Job satisfaction, Employee engagement

1. Introduction

Distinguished performing companies perceive that employee commitment is a premier contributing factor toward maintaining continual success and composing value. An engaged employee is participative and energized about their work and performs in an aspect that will progress the organization's interest. An engaged workforce helps optimize and retain talent for the long-term because the employees choose to continue, even when other employment opportunities prevail. The top three drivers of employee commitment are Fulfillment, Fairness, and Care & Concern for employees. Put simply, committed employees want to enjoy their work, feel they are acknowledged, and know they are making a contribution to their company's imperative objectives. Additionally, employees who have trust in their leadership, and are trusted by their leadership, have a greater dedication and are ultimately more productive on the job. From last span of twentieth century onwards, theory like employee commitment and employee engagement started to emerge that competency and output lie within the employees' ability and commitment. Employers now envision that by focusing on employee engagement, they can create more efficient and productive workforce. Any drive of enhancement which is taken by management cannot be conducive without persistent involvement and engagement of employees. According to Katz (1964) employee behavior essential for organizational effectiveness includes employees (1) entering and remaining with the organization (2) carrying out specific role requirements and (3) engaging in innovative and spontaneous activity that goes beyond role prescriptions. Prevailing research concerning employee commitment features the hazard of viewing commitment as a shallow construct that can be enhanced by a particular human resource policy. This accepts that a particular practice, for example offering elastic working arrangements or more training, will have a significant and valuable effect on employee commitment. Unfortunately, in practice it is not that simple because there is no single solution. All employees' wants and needs cannot be addressed by a single policy. What is now credible is that, as long as the organization has been able to attract the right human capital and has provided an acceptable work environment, employee commitment will be considerably affected by the interactions that occur between colleagues and with their immediate and senior managers. Commitment is complex and continuous, and requires employers to discover ways of enhancing the work life of their employees. This article limits itself to discuss only the basic concepts on employee commitment based on recent literatures. It has four major parts. Firstly, the article examines the progress of the concept and its definition. …

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