Organizational committment Essay Example

Locke (1976) and may differ depending on an individual's motives for seeking employment.

Job satisfaction is a frequently researched topic in organizational behaviour, with some individuals considering work a central aspect of their lives and others purely working for financial needs. According to Mottaz (1987), job satisfaction is the result of one's total job experience, which is determined by the rewards and values apparent in their job. Spector (1997) identifies two aspects or antecedents of job satisfaction: external factors such as interaction and treatment from colleagues and superiors, rewards, promotions, and the nature of the work itself, and individual variables like job expectations, personality traits, need for fulfillment and recognition, personal drives, and experiences (Chapell, 1995).

Job satisfaction and the ability of an individual to meet job requirements are influenced by a combination of antecedents. This, in turn, affects the rewards and promotions an individual receives, including both intrinsic and extrinsic benefits (Kalleberg, 1997). These benefits may encompass task and organizational rewards - those obtained or closely linked to job performance.

The challenge that arises from work is linked to accountability and reliability, among other factors. Organizational rewards are given by the organization as external motivators to encourage membership. These rewards can be tangible, such as salary increases, bonuses, promotions, and job security (Mottaz, 1988).

Organizational commitment can be defined in various ways, but ultimately it pertains to the level of dedication an individual has towards their workplace. Job satisfaction is heavily influenced by two factors: compensation, career advancement opportunities, tenure, and favorable management, all of which contribute to a positive outlook. When employees perceive that their workplace values them and offers appropriate rewards, their job satisfaction

score tends to be higher (Beck, 1990).

Organizational commitment is an attitude measurement that links the worker to an organization (Mowday et al., 1979). According to Meyer & Allen (1991), there are three categories of organizational commitment, with affective commitment being characterized by emotional identification, association, and connection with the organization.

According to Angle and Perry (1983), employees can display two forms of commitment towards their organization: continuance commitment and normative commitment. Continuance commitment is linked to the monetary expense an employee would face if they decided to quit their job, whereas normative commitment stems from a feeling of duty or responsibility towards the organization. Individuals who possess high levels of normative commitment believe that it would be inappropriate for them to leave their current employer. This type of loyalty often results from a mutually beneficial relationship between the employee and the organization in which both parties benefit from rewards or compensation.

Upon joining an organization, employees or individuals are perceived to possess distinct goals, desires, abilities, and knowledge. They anticipate a work setting that enables them to reach their maximum potential. The psychological agreement between the company and its employees is fulfilled by providing this environment and meeting their needs (Kotler, 1993). However, if the organization fails to satisfy the perceived demands and expectations of its members, loyalty will significantly decline (Angle & Perry, 1983).