Academic journal article Asian Social Science

Key Predictors of Employee Commitment and Organizational Citizenship Behavior

Academic journal article Asian Social Science

Key Predictors of Employee Commitment and Organizational Citizenship Behavior

Article excerpt

Abstract

Employee Commitment is the bondage an employee possesses towards his organization. Building Employee Commitment (EC) to the work place is the need of the hour for all the organizations. Nowadays no organization can execute at high level unless otherwise employees are committed to the organizations goals. Commitment could be described as the Holy Grail of organizational performance and business psychology. Hence, it is significant to recognize the concept of commitment and its feasible outcomes. Organizational Citizenship Behavior (OCB) is assumed as one of the rising management perception of managerial efficacy.

This study intends to focus on key predictors of employee commitment and organizational citizenship behavior. A quantitative research is employed to explore the predictors of EC and OCB. The study identified six factors that predicted employee commitment and five factors that predicted organizational citizenship behavior.

Keywords: employee commitment and organizational citizenship behavior

1. Introduction

1.1 Employee Commitment

Commitment is an emotional situation that combines an individual to the organization. It refers to the probability that an individual attach himself to the organization and felt psychologically involved to it, whether the job is rewarding or not. Commitment is the stage of relationship that employees feel towards their organization. They feel that they are bonded with the organization and are intense to carry on working for it. Committed employees add value to the organization because they are strong minded, give realistic support, produce more and pay concentration to quality. As well as, they do not report ill so often and are less possible to depart the organization. Employees without commitment can work beside the organization and hold back its success.

(Allen & Meyer, 1990) have projected a three-component model to illustrate employee's commitment towards organization. They said that employee's commitment get initiated for three reasons, such as (a) emotional attachment (b) feeling of obligation and/or (c) economic reason. They named these as three components of commitment as- affective commitment, normative commitment and continuance commitment.

1.2 Affective Commitment

Affective commitment is employee's affection with the organization and its purposes. This add-on may develop due to various factors such as brand image of the organization, independence, demanding tasks, relationship with colleagues, superiors and subordinates and other work circumstances.

1.3 Normative Commitment

An employee feeling of relationship to stay with the organization is described as normative commitment. This sense of obligation may develop owing to some positive activity that the employees value and treasure in the organization. For instance, nominating an employee to a training program that helps him in his career advancement is likely to create a sense of obligation. Similarly, extending support to employees beyond the normal policies of the organization at the time of some emergency/unforeseen circumstances creates a sense of obligation.

1.4 Continuance Commitment

Continuous commitment is where an employee prefers to stay in the organization mainly to satisfy his needs. He has no options available and no other sources of job alternative or losing this job can be a high cost for him.

(Meyer & Allen, 1991) described about commitment as true fact to illustrate the employee's relationship in the organization and that state the insinuation for decisions to carry on or to stop attachment in the organization. Affective, continuance, and normative commitment are not commonly restricted. An affective and normative commitment is highly linked whereas there is a negative association between the affective and continuance commitment. (Mayer, Allen, & Smith, 1993).

2. Literature Review

2.1 Determinants of Employee Commitment

There are several factors that can positively or negatively influence the commitment of employees. …

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