Research Study on Organizational Commitment Essay

IntroductionOrganizational perpetration is an organizational members psychological connection or feeling of belongingness to the organization denotation Edu15 l 1033 (Educational entre). This commitment to an organization creates a feeling of passionate affection inside a stakeholder of an organization, creating a desire for that / those individual(s) to do anything necessary for the organization to succeed. Organizational commitment is an indispensably huge role that determines whether a stakeholder allow for remain at the organization ordainingly, if given a choice. This is a determining(prenominal) as to whether this individual will produce at the top of his skill index to ensure that the organization moves much closer, or in the direction of its goals. consort to the three- comp superstarnt model (TCM), the organizational commitment is made up of three unique components. These ar affective commitment, continuance commitment and normative commitment.Affective commitment enc ompasses the love for your c atomic number 18er or job. This happens when one has a strong feeling of emotional attachment to their organization or connection, and zealously works to promote the interests of that organization. These mickle have internalized the organizations values, vision and goals, and have a sincere feeling of wanting to work for the organization for a longer period character Min151 l 1033 (Mind Tools). This happens when the employee is happy at their workplace. There atomic number 18 factors that will normally kick down to this affection. Some of the reasons include freedom of thought and innovation, appreciably good salary, bump employee terms among other(a) things that could make employees feel that they are important and are valued by their employer. Whatever these reasons are, this affection is imperative to the organizational success.Hypothesis Employees who are treated in a respectful flair in an ethics based organization are more likely to be happ ier than employees that belong to a profit oriented organization.Continuous commitment is an express fear of loss. This kind of commitment comes by when employees measures up the advantages and disadvantages of being at the organization compared to their exit CITATION Min151 l 1033 (Mind Tools). This comes as a result of a realization that staying at your current position in your company has better terms or benefits than exit the company. For instance, if one wanted to move from one company or organization, they will not only consider monetary benefits, but a number of other parameters. These parameters include employee terms of welfare, available position of responsibility within the new organization, among other benefits one stands to lose or gain. Another reason could be totally unrelated to profession one could be attached to their friends at the organization, that moving from the organization is a risk of breaking these bonds. The relentlessness of the continuance commitment increases with advance of age and professional responsibility. Those who are so advanced in both of these factors will feel a certain kind of inertial force that merely allows them to leave.Hypothesis People who have successively progressed up the ladder within an organization, and / or age feel the severity of continuance commitment the most.Normative freight is the sense of obligation that one feels for an organization. Some people feel that it is the right thing to do, for them to belong to the organization they do belong to. This sense of belongingness gives even when one is not happy with their position. They are often held back from pursuing even better opportunities CITATION Min151 l 1033 (Mind Tools). This feeling could arise from an array of reasons. A nifty example is a son working at their fathers firm, He will get a kind of virtual family pressure to press out the burdens of the organization in order to make it prospering. Even if there existed better opportunitie s, this son will turn them down for the sake of keeping their parents happy. Another scenario that could occur is when a wife works for an organization within a region. The job she does could only be offered by only her current company within the unhurt region or even country. Due to her domestic responsibilities, she cannot leave to pursue her career interests in another region of the country. This sense of obligation could drain the company of energy because normally, there is no zeal to work, but one will only perform at an average.Hypothesis more married people will tend to work for a certain firm on a normative commitment basis than the single professionals. every the above forms of commitment are segments of organizational employee response due to certain organizational behaviors. The underlying fact is that employees have their personal needs, and will tend to place these interests first. When these interests are well provided for, the employees will automatically feel appre ciated and will tend to happily offer service to the organization. As it has been stressed before, happy employees make more productive and successful companies CITATION And14 l 1033 (Oswald, Proto, & Sgroi, 2014). On a practical scale, companies like Google have benefited from employee first approach. The company has invested a lot in employee support and satisfaction mend allowing for imagination, creativity and innovation CITATION Kel14 l 1033 (Parkes-Harrison-Warwick, 2014).Some companies have got it right while others are yet to get it right. We carried a research into the various aspects that contribute to this phenomenon of organizational commitment. We use different techniques to measure or research into different Organizational behavior, including self-reporting scales, behavioral observation and organizational records analysis such as carrying out appraisal forms, time card data, absenteeism rates, productivity indicesIn this research, we use the self-reporting scales. S elf-report study involves use of questionnaires, surveys or polls that let respondents respond to questions in a manner the respondents choose. This kind of survey is focused on extracting information from participants about their attitudes, feelings and beliefs on certain topics. It could be a form of interview, provision of answers to open and closed questions, paygrade scales, fixed choice questions among others.Reliability on these methods is dependent upon their consistence in providing similar results if used repeatedly in similar circumstances. Validity of the response is also a matter of concern. Especially for questionnaires, respondents may or may not give accurate or sincere answers to certain questions depending on the parameters provided. For example, Anonymous questionnaires or response forms are more likely to produce valid answers.In this survey, we carried a survey in which we asked various questions related to the hypotheses stated in within this document. We ado pted the anonymous response questionnaire system to enhance rigor of our research. We asked them to rate different departments, work conditions and parameters. The respondents were to respond to questions regarding the hypotheses. They were requested to rate the questions on four manoeuvre answers Strongly agree, Agree, strongly disagree, and agree. Our respondents were 30 employees of different organizations.Results We set ourselves to find out the validity of three hypotheses regarding the tenets of organizational commitment. These hypotheses stated as followHypothesis 1 Employees who feel appreciated are happy and are more likely to be affectively committed to an organizationHypothesis 2 older employees and those who get promoted are likely to stay within an organization out of continuance commitmentHypothesis 3 most married people are normatively committed to organizations.The validity of our hypotheses had some concurrence with our respondents. However, what the survey dis qualified is the sense of promotion as a determining factor to employee continuance commitment. Instead, the people who got promoted in organizations were the productive slam of the organization. This means that they felt a conviction to work for the organization. Such people were comfortably placed within the category of affective commitment.Conclusion The survey conducted was successfully concluded and in our finding, hypothesis 1 was completely valid as most people agree with it. Hypothesis 2 produced mixed reactions. Most agreed that older people were committed to the organization due to continuance commitment. Hypothesis 3 was completely valid as most people agreed with this hypothesis. All respondents had their reasons, as evident on their additional comments, including fear of family strain and divorce for the third hypothesis.References BIBLIOGRAPHY l 1033 Educational Portal. (n.d.). Organizational Commitment Definition, Theory & Types. Retrieved January 28, 2015, from E ducational Portal http//education-portal.com/academy/lesson/organizational-commitment-definition-theory-types.htmlMind Tools. (n.d.). The Three Component Model of Commitment. Retrieved January 28, 2015, from Mind Tools http//www.mindtools.com/pages/article/three-component-model-commitment.htmOswald, A. J., Proto, E., & Sgroi, a. D. (2014, february 10). Happiness and Productivity. Retrieved January 28, 2015, from http//www2.warwick.ac.uk/fac/soc/economics/staff/eproto/workingpapers/happinessproductivity.pdfParkes-Harrison-Warwick, K. (2014, March 21). Google is right We work better when were happy. Retrieved jaanuary 28, 2015, from futurity.org http//www.futurity.org/work-better-happy/Source document