Effects of Organisational Commitment
On Job Performance of the Employees
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Employees after expending their time, efforts, energy and labour in helping the organization achieve its goals, expect adequate compensation and reward in form of money and other entitlements to satisfy personal, economic psychological, social, self-actualization, security and growth needs. Organizational commitment is defined as believing and accepting the goals and values of organization and possessing and showing desire to be part of the organization. Committed employees show strong intentions to serve their organizations and are low at intentions to leave. There are three dimensions of com...
Employees after expending their time, efforts, energy and labour in helping the organization achieve its goals, expect adequate compensation and reward in form of money and other entitlements to satisfy personal, economic psychological, social, self-actualization, security and growth needs. Organizational commitment is defined as believing and accepting the goals and values of organization and possessing and showing desire to be part of the organization. Committed employees show strong intentions to serve their organizations and are low at intentions to leave. There are three dimensions of commitment which are; continuance commitment, affective commitment and normative commitment. These types of commitment are independent in nature and are shown by individuals at different levels in organization. It is emotional attachment to the objectives and values of an organization and that it is the aggregate internalized normative demands to perform in a manner which meets organizational objectives and interests.
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